|
Implemented at
an organizational level, and used as the central component of change
management initiatives, coaching can deliver impressive results -
including significant
impact to the bottom line.
Organizations employ coaching to
»
build
strategic alignment
»
support change
and development initiatives
»
develop their
current and future leaders.
Through the process of coaching, clients deepen their learning
and improve their performance.
The CEDRAS Model - Integrant's
structure for delivering
coaching can be described as follows:
|
Clarity: |
-
Define & describe what you want; set goals |
|
Exploration: |
-
Research your options to identify viable answers |
|
Decision: |
-
Decide about what direction to go next |
|
Roadmap: |
-
Plan detailed path forward, and commit to follow
through; milestones, deadlines, tasks to achieve
between milestones. |
|
Action: |
-
Implement your plans, making good on your
accountability |
|
Support: |
-
Support you to reach your goals through
endorsement, challenges, requests, further
clarification, and encouragement to enjoy your
successes... and challenge you to bigger goals |
|
A
recent study in the Journal of Public Personnel
Management found that training improved managerial
productivity 22.4% while training plus coaching improved
productivity 88%. |
|
|
Leadership Coaching |
 |
|
Leadership coaching has become a choice developmental tool for
leaders. It can be described as a professional partnership
directed at helping successful leaders achieve positive changes
for themselves, their people, and their organizations.
Coaching
helps the executive move further up – by altering thinking
patterns, by expanding skills, by boosting performance. It is an
experiential and individualized leader development process that
further builds a leader’s capability to achieve short- and
long-term organizational goals. |
|
view more |
|
|
|
