These are some examples of goals clients brought into coaching sessions as every individual has a different need we work with.
Executive Coaching
Organisations face an ever-changing work landscape. Keeping ahead of competition is not dependent only on the products and services offered but equally by the leadership which takes the employees to success. By helping the top management to develop resilience, leadership skills and strategies useful and relevant in these ever-changing times, of remote work, teleworking, Artificial Intelligence partnership, the benefits will trickle down into the employee experience which recent research claims to improve productivity 6 times more than engagement alone.
I work on a 1 to 1 with the executives over a period of 6 to 12 months and I travel to their offices as well as conducting online sessions.
Career and Professional Development
Since COVID19 arrived and some changes may be here to stay, the market has moved from a talent shortage to an oversupply of talent and fierce competition for the fewer than before advertised jobs. The constant evolving of Artificial Intelligence and the requirement of humans to partner and work alongside robots and artificial intelligence algorithms means the need to identify the new skills needed and developing it, has just become one of the most important factors in remaining agile on the employment market.
Working remotely or in a hybrid work environment (part office – part remote) presents some difficulties not encountered before in this novel work environment.
Executive Coaching
Examples of some aspects where I help as a coach:
- Develop effective leadership skills for remote, virtual and hybrid teams to maintain productivity, a positive employee experience and well being ;
- I help the client improve confidence, work relationships, manage power and politics, manage upwords and develop networking skills which benefit the organisation and self;
- Together we raise the client’s self awareness and the ability to reflect and identify political dynamics, obstacles and blockages which may be out of awareness and prevent the client from reaching full performance potential or desired promotions;
- I explore and facilitate in a relationship that enriches both of us to enable the client to view own interaction with colleagues, direct reports and managers in a new light;
- I help the client with her professional development and performance enhancement in areas ( but not limited to ) such as decision making, managing conflict, leading through crisis, negotiation with difficult stakeholders, exerting influence, increasing productivity etc
CAREER AND PROFESSIONAL DEVELOPMENT COACHING
How I can help :
- Pursue a promotion and be successful at it while working in a remote environment;
- Remove blockages that prevent career advancement and financial freedom;
- Enable you to place value on your work and self through improved overall confidence;
- Improve confidence and self esteem to be comfortable with visibility;
- Increase performance, productivity and work relationships
- Identify and manage bullying at work and organisational justice;
- Learn how to successfully network and manage upwords and downwards;
- Develop new skills required for the current job, an internal promotion or a new job on the market;
- Learn how to set work/family boundaries;
- Improve work and well being through the right balance;
- Prepare for interviews and assessments – promotion or new job;
- Choose the right “gig” ( freelance) job;;
- Identify the Person-Organisation Fit and Person-Environment-Fit;
Coaching with psychometric testing
I’m qualified to use personality tests to help the client have a deeper understanding of self, of his interaction with others, on how he approaches tasks and situations, all in the client’s context. The data can be used to help the coaching conversations for the development of the client.
We make the choice of the personality instrument from my portfolio together after a conversation with the client about suitability, validity, reliability and cost efficiency. As a business psychologist I interpret, build a report and deliver it during a coaching session in an interactive manner linking it as much as possible to the goals set in the coaching contract.
Assesment Services
To date, Assessment Centres still remain one of the most valid selection tools.
Assessment centres involve the administration of a multiple selection of methods, referred to as exercises. The exercises are designed to measure performance on job-related dimensions which are decided upon after doing a job analysis.
Each dimension is usually measured in several different exercises and scored by a team of trained assessors and/or business psychologists.
Assessment centres can be used for selecting high performance individuals in key positions, in-house promotions or simply as part of a development tool for the existing staff.
As a development tool it is often used to assess the development needs of certain valuable employees or in a restructuring situation where decisions on whom to retain need to be made.
Exercises commonly used in an assessment centre:
- Interviews which are highly structured, designed so that each dimension being evaluated is tapped with several different questions. Video interviews are very common.
- The in-tray exercise (or in-basket) exercise generally replicate the administrative parts for the job for which the candidates are considered.
- Leaderless group discussion is designed to obtain information on the candidate on dimensions relevant to behaviour in a small group.
- Case analysis in which each candidate is given an organisational problem to analyse, discuss and write a report on.
I can help with the design of the exercises from scratch with are more resource intense or customise the existing in-house ones.
Personality Assessment
Personality assessment, which is part of a bigger arena of psychometric testing, is concerned with the use of personality questionnaires, which are self- reporting, to assess psychological variables. The rationale behind using these tests in personal selection is that fundamental psychological characteristics are thought to influence an individual’s behaviour at work.
I can administer, analyse, write a report and provide feedback to the candidate on the psychometric tools that I’m qualified for.
The personality questionnaire can be used for selection as part of an assessment centre, in-house promotions or coaching and development.
Ability Assessment
Cognitive ability tests are designed to assess one or more facets of a person’s ability to think, reason and solve problems. Such tests can be specific, measuring verbal ability, numerical ability, spatial ability, originality, word fluency and artistic ability.
I can administer and give feedback on a large number of cognitive tests depending on the circumstances that they are used for which is most often as part of a selection process.