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Executive Coaching

“Be Proactive”

Seven  Habits of Highly Effective People
Stephen Covey

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Personal Benefits
Organisational Benefits
Training Details and Schedule

Workshop focus:

This is a group coaching workshop to educate in ‘people’ skills.  It is an overview of key strategies in managing people and knowing oneself.  The best managers are those who have developed empathetic skills and learn how to serve rather than control.  They will be introduced to the notion of authentic power and how this differs from ego or power over styles.  This approach includes focus group style of discussion where it is acknowledged that there is wisdom and experience within each person.  The group will be encouraged to coach each other and become supportive.

Target Audience:
Management, Executives

2 sessions per week @ 1 hour each over 8 weeks

Expected Outcomes:
Managers will develop greater awareness of their role as people managers and practice noticing what works and what does not with people.  They will understand authentic power.  They will learn to understand people better and to learn techniques that facilitate clearer communication, empathy, cooperation and managing to empower others.

Here is a video by Paul Strobl

The purpose of mentoring and coaching is in 3 domains of outcomes: intrapersonal, interpersonal and organisational domains.  The sessions are intensive and interactive with one-on-one coaching. They run for 3 hours per week.

The coaching structure is to spend one hour listening and reflecting events that have happened.  The Work (personal inquiry) will be used to question unquestioned beliefs to enable deeper reflection on issues that could be blocking the manager or supervisor.

The benefits of coaching/mentoring:

Personal Benefits

  • Positive psychology;
  • Improved interactions with others;
  • Higher levels of self awareness;
  • Personal growth;
  • Stress management;
  • Increased self confidence;
  • Reflective listening;
  • Balanced Self efficacy;
  • Balanced work/life balance;
  • Personal empowerment and wellbeing.

Organisational Benefits

  • Goal setting (institutional/personal);
  • Efficient productivity;
  • Increased management skills and techniques;
  • Improved conflict resolution techniques;
  • Effective communication approaches;
  • Clearer thinking e.g. perceptions and unquestioned beliefs;
  • Alternative problem solving techniques;
  • Enhanced job satisfaction.

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Training Details and Schedule


The aims of coaching and mentoring are:

  • To provide external coaching, mentoring and training on management and interpersonal skills with the aim of improving efficiency, work/life balance and professional skills development.


o   To provide a confidential process to have concerns and issues heard;

o   To provide professional development training to facilitate greater efficacy in the management;

o   To facilitate survey feedback to monitor the process, needs and changes;

o   To evaluate progress and tailor training to meet changing needs;

o   Personal empowerment of the client;

o   To review through post program follow-up.

Training Approach

It is recommended that two sessions per week be undertaken. The sessions are 1 hour in length. They can be back to back in a 2 hour block or at different times to ensure the sessions do not clash with business operations.

The coaching style is facilitative with a focus on empowerment of the manager/supervisor.  The coach will be a guide to the manager and effectively allow bouncing of ideas, expression of emotion and reflection on thoughts and actions.

The sessions are confidential and privacy will be ensured.  A confidentiality agreement will be signed.

Session 1a: Pre-Coaching Evaluation

The pre-coaching survey is designed to determine the manager’s current wellbeing and expectations prior to coaching.

Session 1b: Listening/Reflection

One session per week be dedicated to allowing the Manager to communicate issues, concerns to a confidante as a coping mechanism and stress release. Moreover, this session will be very important in refining the training sessions to ensure they meet the needs of the manager.

This session will entail:

  • The coach listening to the Manager discuss any issues or challenges that have arisen;
  • Reflective listening to reflect back questions;
  • Clarification to ensure understanding;
  • Note taking to capture key issues for training development.

Session 2: Training Schedule

The training sessions are designed to develop skills in communication, conflict resolution and wellbeing. The sessions may change depending on the issues and concerns raised by the manager. They are positioned as Session 2 to allow the manager to discharge any stressors or issues prior to the session. The training will be refined to meet the specific needs of the manager.

The training sessions have been designed over 8 weeks to give a time horizon that enables progress and needs to be evaluated. This schedule could be expanded given the needs of the manager. A sample schedule is below.

Table 1: Schedule for personal coaching and mentoring

Week Evaluation Survey Session 1: Listening/reflection Session 2: Training
Week 1 Evaluation pre/post Listening/reflection Introduction to personal inquiry
Week 2 Evaluation pre/post Listening/reflection Communication
Week 3 Evaluation pre/post Listening/reflection Management and delegation skills
Week 4 Evaluation pre/post Listening/reflection Conflict Resolution for Wellbeing
Week 5 Evaluation pre/post Listening/reflection Laughter, Empathy and Anti-bullying
Week 6 Evaluation pre/post Listening/reflection Stress and Work Life Balance
Week 7 Evaluation pre/post Listening/reflection Happiness for Life
Week 8 Evaluation pre/post Listening/reflection Humour, Positivity and Healing


Session 2b: Post-coaching evaluation

The post survey will evaluate the manager’s wellbeing, input and feedback into the coaching and mentoring process to ensure efficacy and satisfaction with the process.


Post Program Follow Up

Approximately two months after the completion of the mentoring, it is recommended a one hour session be conducted to review the coaching/training program to receive feedback on the effectiveness on the mentoring and coaching. A few months delay will provide a good indicator of how effective the process was and input for continuous improvement.

A survey will be undertaken to determine the level of post program satisfaction. This maintains and develops coaching excellence and effectiveness to ensure personal/professional and industry needs are met.