In role-transition coaching our executive coach will enable the executive to:

• Come to grips with the dimensions and direction of the new role.
• Identify and manage the critical tasks and relationships.
• Identify and improve critical skills and know-how.
• Maintain a life balance and handle the personal transition.

For executives who have a performance or a relationship difficulty, our coaches will enable them to:

• Clarify and come to terms with the scope and roots of the issue.
• Explore and select their options.
• Adopt effective change or improvement strategies.
• Plan and implement corrective actions.
• Review and evaluate their progress.

Our coaches are skilled at enabling executives to resolve conflicts with others that are so damaging to the business. This involves:

• Obtaining the involved parties’ commitment to improve the situation.
• Helping them to share their thoughts and concerns.
• Enabling them to agree new behaviours for working together effectively.
• Assisting the parties to review and evaluate their progress.

Career development coaching will typically involve working with the executive to:

• Take stock of their current situation.
• Explore their career and life aspirations.
• Examine repeating patterns that have brought them to their present situation.
• Identify and select career and self-development options and opportunities.
• Engage their organisation in support of their career plans.
• Review and evaluate their progress.

The Individual Executive Coaching Process

• We aim to be in your office within 48 hours of your call to take the brief.
• At that meeting we take your brief on the individual, their position and circumstances, and the goals for coaching. And we agree the duration and frequency of the coaching sessions.
• We write up the brief and send it to you for approval and agree the dates and venue for the coaching sessions.
• We contact the executive and give a detailed briefing on the coaching process. The executive also receives personal assessment questionnaires to be completed in electronic format and returned prior to the date of the first coaching session.
• At the end of the first block of sessions the executive, the coach and the HR Director, or the executive’s immediate superior, meet to review progress and agree any further coaching and development actions.
• If further coaching is agreed, then this meeting will be repeated when the coaching reaches its conclusion.

• Session 1. Introducing ourselves and some key concepts.
• Session 2. Forming a real team.
• Session 3. Setting an inspiring direction.
• Session 4. Agreeing a structure and securing organisational support.
• Session 5. Peer coaching and shared leadership.
• Session 6. Putting it all into practice.

• We aim to be in your office within 48 hours of your call to take the brief.
• At that meeting we take your brief on the executive leader, their position and circumstances, their team and goals for the coaching, and agree dates for the coaching sessions.
• We write up the brief and send it to you for approval and confirm the dates and venue for the team coaching sessions.
• We contact the executive leader and team members and give a briefing on the group coaching process. They also receive assessment questionnaires to be completed in electronic format and returned prior to the date of the first coaching session.
• At the end of the first block of sessions the executive leader, the coach and the HR Director, or the executive’s immediate superior, meet to review progress and agree any further coaching and development actions.
• If further coaching is agreed, then this meeting will be repeated when the coaching reaches its conclusion.

• We agree the inclusion of the 360 degree feedback when setting up an individual or team coaching programme with the client.
• We brief the executive on the process and request that he or she invites the nominated co-workers to take part within the next 10 days.
• We distribute questionnaires and instructions via the internet to those nominated to give the executive feedback. The instructions request that the questionnaires should be completed and returned by email within five working days.
• Alternatively paper versions of the questionnaire can be sent to the feedback-givers by the client’s HR department.
• We code and analyse the returned questionnaires and prepare a report within five working days of receiving the last questionnaire.
• The Brooklands coach and the executive agree a feedback date.
• We send the report to the executive and to the coach two or more days before the scheduled feedback date.
• For individual coaching, the coach meets the executive to review and discuss the feedback report. This will normally be a two-hour session.
• For team-building, a two-hour feedback session is scheduled into the coaching programme.