03 Leadership Coaching
Our Leadership Coaching is tailored to each individual’s needs. We’ll match the coachee to one of our 35 seasoned, deeply experienced Executive Coaches using our unique Coach/ Coachee Matching Matrix™ (for programs of 6+ hours of coaching) – we’ve never got a coach/ coachee match wrong in our history (founded in 2006), then introduce you to our highly-acclaimed 12-step results-orientated Executive Coaching Process (for 12+ hours of Leadership/ Executive Coaching).
“I’ve never come across this process before – it’s excellent, it gets results and makes such a difference” (Deputy Secretary (NSW Dept. of Communities & Justice) & Key Stakeholder engaging the coaching)
Of course, if you prefer, we also offer ad-hoc Leadership Coaching that a leader can choose apply as they see fit to best enhance enhance their leadership skills, depending on what their personal needs are.
As part of our 12-step Executive Coaching Process, we’ll interview the coachee and their manager (and other senior stakeholders if appropriate e.g. HR) to ascertain the 1-3 Key Objectives the coachee and their boss want to get out of the coaching, along with corresponding measures of success for each objective, detailed from the coachee’s and their boss’ perspective.
These 1-3 Objectives and corresponding Measures of Success are then detailed in a written Coaching Outline which is shared transparently with all parties before th coaching commences. The Objectives and Measures of Success in the Coaching Outline are what the coach and coachee will work on during the coaching.
At the end of the 12+ hours of coaching, the coachee, boss and coach all get together in a Coaching Wrap-up Meeeting chaired by Southern Cross Coaching and discuss the results from the coaching compared to the initial stated Objectives and Measures of Success.
This enables the coachee to give specific examples demonstrating their successes, development and behavioural change to their boss, and also for the manager to do similar for the coachee, so results from the coaching are explicitly outlined and everyone acknowledges and celebrates success.
The orgaisation gets a very clear picture of the return from their investment in the coaching program, and the coachee gets deserved recognition for all their hard work.
As part of our 12-step Coaching Process, we also check in with the coach after the 3rd hour of coaching to make sure the coachee is ‘coachable’. In the very unlikely event the coachee is ‘uncoachable’, SCC&D stops the coaching and convenes a meeting with the organisational stakeholder(s) (usually the coachee’s boss), the coachee and coach.
We then explain the reasons for calling ‘uncoachable’, and the organisation only pays for the process up to that point, which ensures the organisation doesn’t waste time and money.
This part of the process also serves as an accountability tool for, say, a recalcitrant coachee, as they know they may be called ‘uncoachable’ so put in the effort to learn from the coaching – by the 3rd hour the ‘recalcitrant’ coachee nearly always sees the true value in the coaching and voluntarily becomes ‘coachable’. We’ve only ever had to declare 4 people ‘uncoachable since we started in 2006, having coached many thousands of coachees!
