Executive Coaching

Just over eight out of ten respondents in the CIPD’s 2010 Learning and development survey reported that they now use coaching in their organisations.  This shows that Coaching is an increasingly popular tool for supporting personal development.

As the CIPD annual surveys have been carried out over a period of some years their results for coaching and mentoring show that coaching is very much here to stay.

The CIPD defines coaching as developing a person’s skills and knowledge so that their job performance improves, hopefully leading to the achievement of organisational objectives.

Pashori, Balmoral Success Coach™, goes further by saying that

”Coaching helps a person as an individual, part of a team, or leader of a department, function or organisation, to identify and achieve goals quicker than if they were to do it on their own.  By going through an exploratory journey using a full range of focused and relevant questioning, the coach helps the individual to understand where they are, where they want to go, barriers and support in helping them achieve and developing the actions which will enable the achievement of those goals.”

Coaching can have these characteristics as:

  • It Is based on
    • Confidentiality and exploring issues specific areas
    • One to one, development discussions
    • Initially face-to-face, they can be carried out by appropriate distance communication methods and are very easy to fit around existing commitments
    • Directed reflection
  • The time frame is relatively short-term, except in Executive and Director Coaching which necessarily have a longer term focus
  • Assumes that achievement of goals can be work based as well as personal and achieving those which are personal, can impact favourably on the organisational environment

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