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LEADERSHIP ASSESSMENT |
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Mentoring or Executive coaching:
We challenge existing paradigms and their impact on behaviour. We believe that performance is influenced by more than the cognitive abilities of an individual. It is profoundly impacted by emotional intelligence, maturity and attitude.
We assist executives to translate insight into desired behaviours.
The Mentoring/ Executive coaching process is designed to enable personal growth and development through self-awareness. With growing insight and self awareness, decisions and responses will become less habitual and will be driven more from conscious choice. As such, the results of the Mentoring process have a direct bearing on how individuals experience and manage the challenges they face at work. Although knowledge, skill and self – awareness each as a facet of leadership is valuable, true competence lies in the relationship between all three. Combining self awareness with knowledge and skill, enables individual effectiveness to grow and develop over time.
The mentoring process’ objective is empowerment of the protégé. Internalizing the mentoring role as an internal voice in the protégé, enables sustainable growth for the individual and ultimately other complex systems - relationships and organisations.
Our Approach:
Our approach is providing a safe space for incumbents to learn and manage implicit strategic tensions. The demands on the leader can be so intense that only a confidante outside the career progression, politics and dynamics of the organisation can provide the objective support necessary in times of severe change and transition.
Our Process:
Phase one:
- Set clear objectives for the mentoring and provide structure and a feedback process.
- Compile a profile to reveal specific development areas (e.g. impulse control or assertiveness – emotional intelligence dimensions), which could provide objectives for the mentoring process.
- Administer the Bar – On Emotional Intelligence Inventory, and or MBTI (Myers – Briggs Type inventory), depending on the need of the protégé. Integrate information into a detailed development plan.
Phase two:
Mentoring/ Executive coaching sessions: Two hours every two weeks.
Phase three:
Review progress after 4 sessions. Mentor and Protégé give feedback and clarify expectations.
We could also have a meeting with the manager to keep him/ he updated, should it be required.
After review we will contract for another 4 sessions, if required.
Process could be described in the following way:
Two hour mentoring session (Usually every two weeks)
You need to book at least 4 sessions initially.
Illustration on what happens during Mentoring / Executive Caoching:
