Resistance to change is natural but it should not be paralyzing. Developing new paths to achieve breakthrough is possible by uncovering the hidden dynamics that have been supporting the status quo. Changes generally cause new earthquakes and getting in the balance takes time, effort as well as trust more than ever. This transitional periods should be handled with care in order to achieve a better future.
The program also offers strengthened relationships by learning how to work through disagreements: Hands-on tools for understanding and managing conflict increasing positive interactions among individuals and teams; handling conflict calmly and professionally, without becoming over-reactive.
Besides, being vulnerable in front of your teammates is a very clear way to show your trust for them. Unfortunately, many people take the opposite approach. Rather than admitting when they are stuck or worried or frustrated, they try to maintain the image that everything is fine -that they are in control.
If you are trying to preserve a false sense of invulnerability, you are missing a very important opportunity to convert team members into allies. In extreme cases, you’re probably turning them against you. They will be waiting and hoping for you to fail.
That trap would easily create a “Snow Ball” effect which is going to spread very quickly throughout the the company. Trust and vulnerability go hand in hand. Not rarely, trust issues come with the nature of the leader and deep down traumas. Those should be worked on even harder and handled with immediate actions even sometime outside of the business environment.
The program offers a well “Organizational Citizenship Behaviour” which refers to behaviors that go beyond the basic requirements of the job; it is to a large extent discretionary, and is of benefit to the organization.
The program also targets to mitigate what had been revealed in the evaluation works of loyalty and satisfaction survey. Points in those works will be the base for a starting point of what needs to be made better in terms of performance and the overall company results.
The most successful coaching efforts dovetail with the goals of the organization. Below are some of the reasons that leaders may want to establish a coaching program:
Skills Enhancement: Coaching enables experienced, highly competent leaders to pass their co-creation and presence abilities on to others who need to acquire specified and inner perspectives.
Leadership and Management Development: Coaching encourages the development of leadership competencies. These competencies are often gained easier through awareness, clarifications and guided practice than solely by education and training.
Organizational Development and Culture Change: Coaching can help communicate the values, vision and mission of the organization; a one-to-one coaching relationship facilitates employees understand the organizational culture and make the changes as deemed necessary.
Onboarding: Coaching helps new recruits, trainees or graduates settle into the organization.
Professional Identity: When younger employees are in their early careers, they need help in order to understand what it means to be a professional in their working environment. Professionals embody the values of the profession and they are self-initiating and self-regulating. Coaches play a key role in adapting professional and thriving behavior for new employees.
Recruitment: Coaching can enhance recruitment goals by offering additional incentives to prospective employees.
Remediation: Coaching can help remediate and motivate poor performers.
Retention: Coaching provides an encouraging environment through ongoing interactions, teaching and role modeling that facilitates progress within the organization; coaching is found to influence employee retention because it helps establish an organizational culture that is attractive to the top talent clamoring for growth opportunities. Coaching is a tangible way to show employees that they are valued and that the company’s future includes them. Employee branding efforts are empowered by the coaching process.
Methodology and Program
The program is explained in detail as follows:
Executive Coaching: For leaders at the Ex-Com and Board Level, 7 hours executive coaching sessions per person with one or two weeks intervals (preferably two). Executive coaching will intend to improve leadership skills, life/work balance and the business life as a whole. An experienced coach will have 1 to 1,5 hour sessions with intended participants (8 leaders) to provide trust and have the paced rapport to prepare what needs to be progressed for the leader and for his team.
One to one performance coaching will be based on what is determined and agreed with the coachee. Needed changes will be shared with the leader and if the leader wants to proceed, executive coaching will last as 7 sessions sequentially leaving at least one week interval between sessions. Other than revealed improvement areas and strengths, main focus will also be on;
- What are my most important needs right now?
- What are my most important goals – do I have qualifications and team goals?
- What stops me from achieving my goals? What blocks, obstacles or challenges get in the way?
Main areas to cover based on the coachee’s will;
- Lack of Trust
- Fear of Conflict
- Lack of Commitment
- Lack of Accountability
- Inattention to Results
All executive services are rendered in Turkey covering the major cities as Istanbul, Ankara, İzmir, Antalya… We also perform international services. Please send e-mail to firstname.lastname@example.org