Executive Development

We help executives and their teams raise their game by realising their own potential. It is often said that 'it's lonely at the top' and many senior executives would readily acknowledge that. It is difficult for senior personnel to turn to their colleagues and ask for help for fear of appearing weak or ill-equipped for the job. The truth is, however, that sometimes we are uncertain and could benefit from having the help of a suitably qualified 'sounding board'.

At Inspiring Potential we employ coaches and trainers who have experienced the sharp end of corporate life first hand. We are therefore well equipped to understand the issues and contexts that executives may be faced with. Through our tailored training or executive coaching programmes we can provide specialised help in the following ways:

Supporting the transition of an executive into a new role
Developing emotional intelligence to enhance leadership and management skills
Coaching an executive that needs motivation and direction
Helping employees to overcome limiting beliefs and behaviours
Empowering team managers to use a 'coaching style' when dealing with their own staff

We believe that success comes from focusing on the business needs of the company as well as the needs of the individuals. We therefore seek to achieve this outcome when we agree an Executive Development programme with an employer.

Self Awareness

The key to developing employees at any level in an organisation is to help them understand more about their thoughts, emotions and behaviours. In other words, building self awareness.

Unwanted behaviours can cover a whole range of things. For example it could mean; bad time management, being disorganised, not completing projects, being aggressive towards colleagues, not knowing when to say 'no' or being too shy.

Many employees are unaware of their weak spots and are surprised by the feedback that they may receive on a 360 degree feedback report. Others are well aware of their weaknesses but will claim 'that's just the way I am, there's nothing I can do about it'. In either case a focused conversation (for example in a coaching session) would help the individual to better understand the true motivations behind their behaviour and bring about the desired changes.

For example, a person may discover that the real reason they are aggressive is that they are seeking respect. The conversation might then explore alternative ways of gaining respect that don't cause conflict or hurt to colleagues. The individual would be encouraged to 'try out' the preferred alternative and report back their progress in the next session. This is an example of how an Inspiring Potential coach might make a real difference to your organisation.

Logos