Coaching & Executive Productivity Coaching For Business AustraliaAt Let's Talk Career , we provide executive coaching services in Melbourne, Sydney, Perth, Adelaide, Brisbane, Far North Queensland and Auckland. It is always challenging for facilitators and human resource (HR) professionals to ensure that skills developed in the training room do in fact transfer into the workplace (Burke & Baldwin, 1999 ). Such transfer is difficult enough with technical skills, such as the use of computer systems or customer service systems.
The objective of this master's degree is to train professionals and executives so that they can apply the coaching methodology to their daily activities at the personal, team and organisation levels, and to provide them with resources that will strengthen their leadership and emotional intelligence.
For their part, managers of leaner, faster-moving organizations began to recognize the need for a subtler set of competencies: the communication and relationship skills required to influence and energize employees, adaptability to rapid change, and respect for people of diverse backgrounds.
Internal branding is about three key things: communicating the brand and the associated values effectively to the employees; demonstrating the branding's relevance and worth to employees; and successfully linking the work of the organisation to the espoused organisational values and thus ensuring that a consistent message is transmitted to the organisation's external customers (Bergstrom, Blumenthal, & Crothers, 2002 ). Obviously, employees are central to the process of brand building and their behaviour can either reinforce an organisation's values or, if inconsistent, can undermine the credibility of the organisational brand and potentially its relationship with its external customers (Harris & de Chernatony, 2001 ). It is therefore important to consider how employees' values and behaviour can be aligned with an organisation's desired values, and the implementation of a coaching program is an important opportunity to reinforce key brand messages.
With individual needs varying considerably, executive coaching provides opportunities to develop fresh perspectives on personal challenges, enhance decision-making skills, create greater interpersonal effectiveness, improve leadership performance, overcome work-related anxiety, and increase confidence.
The 17th century French philanthropist and social reformer Francois Duc De La Rochefoucauld gave us a clue with his insight that "We sometimes think that we hate flattery, but we only hate the manner in which it is done" From this viewpoint we can deduce that great sales people pass on a compliment in such a manner that the person being complimented takes on the praise, whereas those sales people who use compliments to build rapport and fail in their quest, do so because their compliment is perceived as phony.
Aligning with Briner's (2012) criticism of coaching research, the quality of existing coaching evidence is questionable, for instance the rigorousness of the research methodology and outcome evaluations; the appropriateness of sampling strategies ( Athanasopoulou and Dopson, 2018 ; Grover and Furnham, 2016 ). Regarding coaching as an intervention for developing people (either behaviourally or psychologically), fundamental questions concerning the effectiveness of coaching and the factors essential for an effective coaching outcome need to be answered through the scientific research process.
So a big change for my leadership style since going through Coaching Academy is that where I saw myself primarily as a colleague to senior leaders — and I still do — I also now see my role as the HR lead in a business being to coach and mentor to that entire leadership group regularly.
Territory Sales-Performance Plans Territory Planning (a mix of customers or key accounts and prospects in a specified geographic location) is the process a sales team uses to analyze and plan around key accounts and opportunities within their assigned sales territory.
First, more substantial evidence is required in other executive coaching disciplines, such as a statistical investigation (e.g. meta-analysis) on psychological coaching approaches (e.g. cognitive behavioural or solution-focused coaching) or a more process-based investigation to study how” or why” certain mechanisms facilitate better desired outcomes.
This is something we will come back to during our exploration of the various tools that a coach can use and it harks back to the philosophy that coaching skills are the servant not the master; I believe that effectiveness lies 20% in the skills and 80% in the person that is using them.