Coaching an overview. Coaching

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2 an overview Client needs Results GeCng support and tools for individual development of leadership to improve organiza8onal performance To get help in developing the strengths and weaknesses, e.g. by building self- confidence, enhancing communica8on, generate policy op8ons, strengthen posi8ve behaviors and make important decisions Individual leadership development Strategy implementa8on/conversion Support culture development Development program for leaders of tomorrow Development of management Develops a conscious leadership. of leaders on the basis of both individual and organiza8onal goals generates new ini8a8ves and strengthen the organiza8on's a;rac8veness Prevents and manages problems encountered in the organiza8on Promotes an organiza8on where feedback is seen as a natural feature, and strengthens the transparency of the leader's strengths and areas for development Ability to develop leadership, leading to more mo8vated employees and ul8mately producing results for the organiza8on Communicates the importance of leadership and a posi8ve belief in human development poten8al 2

3 In order to meet organiza8onal needs and challenges, we may conduct a Leadership Assessment that clearly shows individual circumstances and aspira8ons. The individual's circumstances and aspira8ons The organiza8on's needs and challenges 3

4 Svennerstål & Partners coaching model combines several methods and theore8cal approaches NLP Leadership Theory Cogni8ve Psychology Social Psychology 4 Organisa8onal Learning Psychology of learning

5 The methodology is designed to create significant results in leadership Each step in the coaching program is designed to create sustainable development for both individual and organiza8on. Insight Mo8va8on Competence Exercise Feedback Repe88on and follow- up 5 Mee8ng 1-7

6 Svennerstål & Partners is a long- term and effec8ve partner for coaching managers and organiza8ons EMCC and ICF cer8fied coaches Business understanding, applied psychology and a strong focus on leadership 6 Based on trust and respect for ethics and personal integrity Individual, group and organiza8onal perspec8ves

7 We strive to help the individual leader address organiza8onal as well as management- related problems The conversa8on will lead to the managers solving their tasks be;er, improving their leadership approach and gecng a broad view of the issues that come up in leadership discussions. The structure is based on the current situa8on of the leaders who address us. Its various components are: Descrip8on of current work situa8on and current issues In- depth interview/test situa8on, the leader as a person and his/her condi8on to develop/lead ac8vi8es We address the issues and discuss how we can best solve them together We divide each issue into different fields and try to manage one by one 7 The coaching is led by highly professional consultants, who have extensive experience of the conversa8on between two people. We adopt a psychological and educa8onal approach in our discussions and we also have experience in psychotherapy and psychoanaly8c approaches.

8 Regardless of approach, the follows the same structured process Ini8a8on and dialogue #1 Dialogue Samtal #2-5 #3 Dialogue #6 and evalua8on Objec8ves Establish goals of the opera8on. Understand the individual and organiza8onal condi8ons. Iden8fy individual development areas. Objec8ves Working closely with the individual, change and develop leadership in the agreed direc8on. Objec8ves Working closely with the individual. Evaluate effects of the coaching effort and create a con8nuous development plan. 8 Ac8vi8es Establish the process: number of mee8ngs, types of interven8ons, etc., test the person's willingness to be coached. Gather informa8on about the client's organiza8on, goals and leadership orienta8on. Implement dialogue #1, where the individual's current leadership is clarified. Iden8fy 2-3 areas for development. Agreement between coach and client Ac8vi8es Conduct coaching dialogues. Run through the task since the previous mee8ng. Assist with new data that support leadership development. When necessary, use tools that support the individual learning. Use the opportunity to observe the individual in his/her everyday life. Build the founda8on through leadership assessment/ feedback. Meet regularly during the agreed period. Return repeatedly to the goal. Use specific tools when necessary, e.g. observa8on exercises, 8me measurement, valua8on surveys and priori8za8on exercises. Ac8vi8es Conduct coaching dialogues. Run through the task since the previous mee8ng. Assist in crea8ng the con8nued development plan. Create space for mutual evalua8on of the objec8ves, process and rela8onship.