Leadership Coaching Program for Organizations
Search “leadership” on Google and you’ll see 2,580,000,000 results. Search “leadership” on Amazon and you’ll see 60,000 results. With so much written about “leadership,” you’d be forgiven if you thought it could be learned in the library or in a seminar.
At the highest level, organizational leadership describes a set of behaviors that result in complete individual engagement and high-performing teams. It’s about giving leaders the insight and ability to positively influence the work environment through skilled communication, team cohesion, objective inquiry, contagious inspiration, and clear direction around which all contributors and stakeholders align.
But what are these behaviors and how do they vary by context?
The Value of Leadership Coaching and Mach10’s Approach
An individual’s accumulated experiences shape their personal leadership behaviors and style. As they navigate their career, they’re exposed to new situations. Perhaps an employee takes on a new role and is in transition. Or, the external environment changes, requiring the employee to expand and refine their leadership toolkit, or even change the blend of skills they employ in different circumstances. In all of these cases, the employee will likely need to learn and practice new behavioral skills to successfully lead their team. Otherwise, an organization’s prospects for further growth diminish.
Mach10 Leadership Coaching works with all levels and types of organizational leaders to expand their repertoire of leadership-oriented behavioral skills. Using an approach anchored in the art and science of Gestalt principles and emotional intelligence, we highlight leadership strengths, identify behaviors that limit effectiveness and facilitate the growth of each individual’s repertoire of leadership skills, taking account of the context.
A philosophy that starts with Client/Coach trust
Philosophically, Mach10 believes that the foundation of successful leadership coaching is the relationship between coach and client. Trust, confidentiality, and rapport are core elements of the relationship and a vital focus throughout the coaching process. The coaching program for each individual will begin by establishing clear, client-defined goals for the overall engagement. Subsequent coaching meetings will start with setting objectives for that session which align with the client’s broader goals. This bi-level process of goal creation forms the basis for the coaching contract which guides the coach/client engagement. The coaching process will involve dialogue, inquiry, joint exploration of possibilities, experimentation, and action planning, all designed to increase the individual’s self-awareness, expand their interpersonal dexterity and perception of the range of available choices. This process, leading to the practice of new approaches and skills, provides the foundation for the client’s sustained change for more effective leadership performance and personal satisfaction.
The ROI of Leadership Coaching
For every dollar and hour you invest in coaching, what will be the return to your organization? While quantifying the precise value of leadership coaching is impossible, as an organization, the new skills your leaders acquire will produce invaluable long-term gains.
Direct financial returns: Recruiting talent is expensive. The opportunity cost of lost talent during the search to replace talent is even more costly. Skilled leadership leads to higher retention rates.
Other returns: Skilled leaders cultivate more engaged employees who work harder, work smarter, and express greater work satisfaction and happiness.
At Mach10, we’ll pay close attention to metrics you establish at the start of our engagement and work with you to monitor outcomes.
Working with Sponsors
We’ll work together to define the scope of your leadership coaching needs and tailor a viable and effective plan that meets your strategic imperatives and fits into your budget.
As a corporate sponsor, you know that engaged individuals and higher performing teams drive better and more sustainable business performance. The sustainability benefit to the organization is derived from marked improvements in leader adaptability, whether it’s caused by changes in the external environment, the departure of key executives or periods of hyper-growth. You also know that retaining talent is linked to your support of professional development.
A fundamental goal of our leadership coaching is to help individuals learn and practice new behaviors that foster more organizational alignment, more effective team collaboration and opportunities for sustainable organizational growth. Of course, your investment in employee development demonstrates your commitment to their growth and typically reduces the risk of losing talent.