The Coach and Coachee would partner to focus on achieving 6 – 9 Months customised leadership and career goals. Our self-termed model that we adopt is “A-G-R-I-P”, believing this unique approach allows for targeted leadership coaching – resulting in/ leading to breakthrough on the agreed goals.

A = ASSESSMENTS

Where applicable, through selected assessment tools or points of data, we would measure critical areas of logic capacity, competence levels, emotional intelligence, relationship management, personality, interests, individual and team dynamics. Data such as 360 and performance reviews may be of reference. The Assessment stage lays the foundation on the goals that the individual seeks to achieve, taking into consideration desired organization goals, where applicable.

G = GOALS

The individual, sponsor and coach would clarity the actual goals to be met by the coaching intervention. What is it that the individual wishes to achieve? Is this aligned with the organisation’s motivation for the coaching intervention? Where do I wish to see myself in 6 Months’ time? How will we measure the success of this intervention?

R = ROADMAP

This step entails the coach and coachee coming up with customised step-by-step milestones necessary to achieve agreed individual goals. This roadmap forms part of the individual coaching contract with the Coach.

I = IDEAS

This stage is ongoing over the duration of the coaching engagement. This is the opportunity for the coach and coachee to brainstorm ideas, reflect on proven leadership principles, look at ideas on best practice and discuss techniques that other leaders have successfully applied. This will also involve case studies, behavioural exercises and on the role application that promote the areas of development agreed to.

P = PRACTICE

In between sessions, the Coachee has the opportunity to start putting into practice the behavioural changes that will best achieve the desired goals. Having taken some of the ideas explored, the coach and coachee will decide on best approaches to apply the learnings that will shift thinking, feeling, behaviour and ultimately performance due to their own ‘mind shift’. By the end of the coaching engagement, the goal is that these practices become second nature. There will be ‘check-in’ points throughout the duration of the coaching contract with the sponsor and coachee.

BENEFITS TO THE COACHEE AND ORGANISATION:

• An informed objective understanding of the individual’s strengths and areas of development
• Improved leadership skills, self-confidence, presence and awareness
• Improved work performance (individual and organisational)
• Improved business management, communication skills, work/life balance
• Improved relationships and team effectiveness
• Retention of top performing leadership
• Better stakeholder relationships