Executive Coaching

Executive Coaching is considered the best tool to achieve quick and sustainable improvement in people's performance.

What our clients say about our coaching...

Just a quick note to thank you for your coaching assistance over the last few months. Your approach was extremely professional, you took time to understand my particular learning style and perfectly matched the pace of the coaching sessions accordingly. The best thing about your coaching style was that we very quicly got to the crux of the issues to be dealt with and focused the sessions accordingly. Your advice was practical, simple and very effective. I would not hesitate to recommend you to anyone seeking professional coaching."

Simon Taylor
Colonial First State

“My professional coaching from Ross, gave me time to reflect and provided me with an added insight to some of my leadership skills and behaviours. This has assisted me greatly in further developing a working relationship with Councillors and building an effective team with my managers."

Debbie Sandars
Group Manager City Services
Fairfield City Council

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Who we are and how we can help you

Ross is the Managing Director and principal consultant of Pacific Consulting. He has an Honours degree in Commerce from the University of NSW and is an accredited executive coach with the Australian Institute of Executive Coaching, a chartered member of the Institute of Management Consultants, an accredited Human Synergistics Consultant and Global Performance and Reward Professional. Ross is also accredited in the Hogan's Leadership Profile, Bar-On Emotional Intelligence and Belbin Team Styles Profiles assessment instruments for selection, executive development and coaching and has over 1500 hours face to face executive coaching experience.

Ross has developed a highly effective coaching framework and program using leadership style assessment tools, and combined with practical skills development methods, this helps executives fast track their results and get better results and improved behaviour from their staff.

Some of his coaching assignments have been with MasterCard International, Australian Government Department of Education, Science & Training, the Austalian Broadcasting Corporation (ABC), State Forests, Steven Salgo (Sales) Pty Ltd, NSW Health, a range of Local Councils, the Civil Aviation & Safety Authority and HBOS Treasury.

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An Overview of Executive Coaching services provided by Pacific Consulting

• What is Executive Coaching?
  
• Vital Point Coaching
  
• The primary reasons for introducing Executive Coaching
  
• Typical Steps in Executive Coaching
  
• Typical Model for Executive Coaching
  
• 4 Types of Executive Coaching

What is Executive Coaching?

Upskilling the leadership capability and personal effectiveness of individual managers and ensuring a cohesive leadership team are key actions that can be readily implemented to give immediate and long term results.

In our experience, clients get the most from one on one coaching and achieve positive changes in behaviour. Though developing and implementing action plans they improve their skills and build even better relationships across the management team and with their staff thereby resulting in a positive working enironment and a performance culture.

Whilst most other improvement strategies have a time lag before the benefits kick in, executive and staff coaching has been shown to be a key improvement strategy to help your existing management team to achieve improved performance in a short timeframe.

Executives are increasingly aware that the parallel to their improved performance is sports athletes, who have learnt that their skills and performance can be enormously enhanced through the intervention of a personal coach who can lift them to achieve their personal best.

So too, in a corporate/business environment where personal bests and beyond are much more readily achieved with the external assistance of professional coaching.

Vital Point Coaching

Often, what is needed is a short, intensive coaching arrangement that allows clients to clarify their thinking, test out some ideas, look at options from every possible angle and make an informed decision. Once that vital point is reached, there is also some support usually needed to communicate that decision effectively to others, so as to build good relationships for the future.

The primary reasons for introducing Executive Coaching

Your Executive Coach becomes your trusted, independent confidant.

The primary reasons for introducing Executive Coaching are to accelerate:

• Improvement in performance
  
• Acquisition of skills
  
• Changes in behaviour
  
• Overcoming personal shortcomings
  
• Career development

Typical Steps in Executive Coaching

Thinking/Leadership Style Profile and/or perceptions of others either through 360 degree or multi-rater feedback

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1. Understand your organisation's requirements 2. Initial meeting with coachees 3. Coachee undertakes Thinking/Leadership Styles Profile Questionnaire 4. First coaching session 5. Regular coaching sessions 6. Managers as coaches How to manage now the coach has left

Typical Model for Executive Coaching

Step One 
Understanding your organisation's requirements

• What issues and outcomes are you hoping coaching will help you overcome or achieve?
• What could stop you and what has stopped you from achieving or overcoming these issues in the past?
• What are your expectations of the coaching intervention in terms of time, people and money?
• What resources are you willing to commit to achieve your desired outcomes in terms of time, people and money?
• How will you measure the results of the coaching intervention?
• How will you sustain the outcomes achieved from the coaching intervention?

Step Two (Optional) 
Initial Meeting with Coachees

• Explain the aims and goals of your organisation in relation to coaching.
• Explain what is involved in a coaching session, what coachees can expect, what the initial session will involve, what subsequent sessions will entail.
• Determine length and number of sessions, self monitoring and homework.
• Roles and obligations of both parties.

Step Three
Coachee undertakes Thinking/Leadership Styles Profile Questionnaire

The more coachees know about how they think and behave, the better prepared they are to improve their performance.

The Thinking/Leadership Styles Profile Questionnaire can help coachees create change through:

• Identifying the unique thinking patterns that characterise their current behaviour;
• Understanding which of their thinking patterns are more effective, which aren’t and why; and
• Helping the coachee decide which thinking and behaving patterns they want to change.

Step Four 
First coaching Session
Typically the coach will work with the coachee to:

• Debrief the results of the Thinking/Leadership Styles Profile questionnaire and/or EXPERT Psychological Profile for Business
• Identify priorities for development and set targeted improvement goals based on well formed outcomes

Step Five 
Regular Coaching Sessions 
(Sessions usually run for a period of 2 hours)

Depending on the agreed upon period for the coaching assignment, varying amounts of time is typically spent on the following:

• Formulating strategies to bring about change in behaviours and attitudes.
• Recognising, examining and challenging self limiting beliefs.
• Crystallising the coachee's values, vision and purpose in the context of both the organisation and their personal life. 
• Establishing goals that align with their values, vision and purpose.
• Developing action plans for achieving the goals and removing barriers to success

Step Six
Managers as Coaches 
(How to manage my people now that the coach has left) 

Managers can be trained in recognising and managing the various personal styles depicted in the Thinking/Leadership Styles Profile as well as using questioning techniques of successful coaches.

4 Types of Executive Coaching

Our approach to Executive Coaching focuses primarily on achieving improved personal and team effectiveness. This is undertaken by applying a tried and proven methodology to fast track executives in their performance, skills and personal development.

The four types of Executive Coaching are:

Coaching for skills focuses on an executive's development needs (eg leadership and communication skills.)

Coaching for performance focuses more broadly on an executive's effectiveness (eg establishing a people development program to enhance performance and achieve results through people.)

Coaching for development focuses on an executive's new or future career.

Coaching for the executive's agenda focuses on the executive's larger work and/or personal agenda.

We can work with individuals or teams within your organisation. Some areas frequently dealt with in executive coaching include:

• Leadership development - individual and group coaching workshops;

• Managers as coaches - individual and group coaching; 

• Communication skills - listening, reflecting endorsing, supportive communication skills, giving feedback;

• Presentation skills; 

• Delegation (fostering personal mastery, principles of delegation);

• Influencing skills-enhancing power in the organisation;

• Time Management; and

• Performance Management.