We are leadership coaches who care deeply about seeing results come from the coaching we do. This means that we concentrate at the beginning of a coaching relationship on assessing where the needs lie. We do this in a variety of ways including using psychometric tools and competency sets (including the Lominger Leadership Architect) to bring a close focus to the ongoing coaching that takes place.
Beyond assessment there are some essential components to our coaching practice which are proven to produce tangible and measurable outcomes for leaders. These include making clear decisions in each coaching session about what goals are needed to be focused on, bringing specific resources to the discussion that address the needs of the individual leader, and involving the leader’s leader from time to time so that clear accountability for development is clearly in place.
More recently the Clifton StrengthsFinder is playing an important part in our leadership coaching work with our clients. This instrument gives useful feedback on what the leader's strengths themes are, and we work with them to highlight how they might harness their strengths to focus on performance challenges, relationships and career focus. The feedback we are consistently receiving about our use of StrengthsFinder is that clients feel highly affirmed in their strengths and are more able to see how to apply them in their daily work. (Gallup's recent research shows how important a focus on strengths is to an organisation, with people who are able to focus on their strengths at work being six times more likely to report as being engaged.)