Navigator's License: One-on-One Executive Coaching
Navigate - to plot a route
Development in Practice recognises that different individuals have different development needs. The Navigator's License is designed to allow the executive or manager to chart their own personal development course. One-on-one executive coaching focuses on individual development, whether it be for career development, or improved performance in their business in their current role.
Rather than use a "one size fits all" approach to development, utilising learning programs, Development in Practice understands that for certain executives or managers, significant benefit can be derived from one-on-one coaching.
The one-on-one coaching approach enables the executive or manager being coached to identify, with the assistance of their professional coach, the specific development they wish to undertake to lift their performance in their role, or change the professional image they portray. The coach can then develop a customised coaching plan to address the identified needs.
Using Development in Practice's unique and challenging methodology, the coach provides the executive or manager with the critical support and discipline they need for their development.
Development in Practice's professional coaches have expertise in coaching interpersonal, people management and leadership skills and behaviours including management and leadership skills and behaviours including:
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Coaching |
Negotiation |
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Confronting Performance Issues |
Performance Management |
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Conflict Resolution |
Political Savvy |
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Customer Service |
Project People Savvy |
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High Performance Teaming |
Professional Presence |
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Innovation & Problem Solving |
Relationship Building |
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Leadership |
Sales |
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Managing Change |
Self Awareness |
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Meeting Facilitation |
Strategic Visioning |
Characteristics of Corporate Coaching
A clearly defined understanding of the role of the learner and the coach
A definitive procedure of observation, inquiry, dialogue and discovery
A continuous process of assignments driven by reflection and practice
A method of measuring mastery of the learning
The Role of the Corporate Skills and Behaviour Coach
Clearly identifies the type of skilling being sought by the learner
Functions as the primary change agent to advance the learner's skill level
Drives and provides discipline in the learning process
Ensures that the learner remains discontent with their skill level to keep them motivated until competence is achieved
Ensures that the accountability of both the coach and the learner is maintained
Provides primary support and discipline to ensure that the learning goals are achieved
Provides a safe, confidential and politically free environment for dialogue and practice