JSS Management Consultants Ltd

EXECUTIVE COACHING

Through robust but sensitive personal coaching, we enable executives and managers to help their organisation as they deliver results and realise personal agendas.

We help equip leaders with the ability to implement the necessary changes in their functions.

Business coaching is about equipping people to be able to help themselves. Therefore, each coaching programme is customised to the individual(s) and the organisation concerned.

WE CARRY OUT FIVE DIFFERENT TYPES OF COACHING PROGRAMMES:

Performance Coaching

Alignment Coaching

Development Coaching

Assimilation Coaching

Coaching Managers To Communicate Difficult Messages

COACHING MANAGERS TO COMMUNICATE DIFFICULT MESSAGES

In all restructuring and organisational change programmes there comes a point where it needs to be communicated and implemented by Senior and Middle Managers to their staff.

Often this communication requires the communication of difficult messages by Managers to their staff, which if not communicated so that it is understood and generally accepted, will affect the implementation of the change.

In our experience of working with clients to help Managers communicate difficult messages, the following are some common reasons that had to be addressed as to why Managers were not communicating these messages effectively:

Did not understand the message; or agree with the message

Put themselves too much in the position of the member of staff

The Manager’s normal communication style was too directive or "beating about the bush"

The Manager tried to make the message more palatable, resulting in its dilution

Unsure about Senior Manager’s commitment to the change

Didn’ t know how to respond or deal with a staff member’s reaction

The Managing The Communication Of Difficult Messages Workshop helps Managers manage the communication of difficult messages, by coaching them in a process and skills set to effectively manage these meetings.

ASSIMILATION COACHING

The first 90 Days of a newly appointed or promoted Senior Executive is a critcal time.

There is currently more and more pressure for newly appointed or promoted Senior Executives to hit the ground running, and to perform quickly.

The first 90 days of the new role are the critical period for the role holder, and is what we call the “taking hold” period.

In this period the new executive is rarely forgiven for making a wrong decision in the first 6 months. A wrong decision in this context is defined as one where the executive has not got sufficient “buy-in” from their colleagues and bosses.

It often comes about because the executive:

Fails to realise the urgency of establishing their own authority within that time period

Fail to adapt to the new corporate culture

Try to do things in the way that they have previously done them

The Assimilation Coaching programme is designed to support senior executives to quickly establish and embed themselves into a new role or culture. In order to achieve maximum impact within the first 3-6 months, by ensuring that the first 90 days are a success and that the honey moon period is fully exploited.

Assimilation Coaching Programme.

Please click on the pdf document to the side for the approach, process and methods used in carrying out an Assimilation Coaching Programme.

PERFORMANCE COACHING

Performance coaching provides a proven approach and practical tools for turning performance feedback into improved results.

It enables individuals to achieve specific objectives and results within specified time frames. By exploring with the individual the mental & skill blocks to achieving excellence and realising potential, and works with them to successfully address these.

The results achieved with Performance Coaching include:

Individuals gaining better competence & overcome barriers to performance

Making the difference between average performance and high performance

Helping individual to turn feedback into performance improvement plans

Helping client to implement performance improvement plans with coach’s help

ALIGNMENT COACHING

Whilst performance coaching focuses on specific work place performance or behaviours which are typically skills and competence based, and tend to be content specific and working with specific situations.

Alignment Coaching works with values and attitudes, and the alignment of these between those of the individual and the organisation.

Alignment Coaching is used where there is a lack of alignment between the individual manager and:

Their role

Or the changed state of the organisation

Or the organisational values or objectives

The Alignment Coach works with the individual manager to help them agree and deliver one of 3 options, which are:

Realignment with their existing role

Creation of and alignment with a new role in the organisation

Transition to an external role

Alignment Coaching Programme.

Please click on the pdf document to the side for the approach, process and methods used in carrying out an Alignment Coaching Programme.

DEVELOPMENT COACHING

The Development Coaching programme helps individuals or teams with defined growth needs to develop from one situation or role to another situation or role.

Examples of topics that can be coached during the development coaching programme are:

Leadership coaching

Team coaching

Management style

Influencing customers or key stakeholders

Behavioural changes

Understanding and using organisational levers & dynamics

Conflict handling

The benefits of a development coaching programme are that clients:

Have someone to understand & improve their skills and knowledge

Have a resource in specific development capabilities and situations

Get help to build their growth strategy and plan

Set expectations regarding what to do to succeed

Receive expert feedback

Discover and maintain their motivation

Are accountable for their actions and objectives

Development Coaching Programme.

Please click on the pdf document to the side for the approach, process and methods used in carrying out a Development Coaching Programme.

TEAMWORK DEVELOPMENT

Research shows that when a group of individuals are brought together as a team to work on a task, the level of performance is less than what we would expect to find if you were to measure and add up their individual effectiveness.

This comes about because each member brings their own emotional and behavioural styles to the team, but fail to become part of an overall team structure and culture. Which results in the team expending a large amount of time and energy in inefficient or non-task related activities aimed at overcoming individual differences.

Without experienced help, most teams will never reach their full potential, and may even leave some of the members de-motivated.

Organisations do not carry out team development simply because it creates harmonious work groups, but primarily to harness the power of collaboration among what otherwise might be disenfranchised groups and individuals to achieve strategic and business objectives.

The task of team development is to bring about what the team was established to achieve Therefore, a team development facilitation must consist of all the things which go to make up how the team goes about achieving its purpose and mission, and what influences it whilst it is doing so.

We work in partnership with our clients to facilitate team development and group events, which are highly practical in nature.

Our approach is not simply to diagnose individual factors such as team roles, or treat team issues as narrow problems. We engage positively with the whole team as part of the wider organisation, understanding the underlying issues about a team’s behaviour, outlook and performance and working with the organisation to realise the full potential of each team.

From which action plans are developed to address individual and team issues and organisational barriers, which improve long term team work.

We work extensively with teams and their leaders in:

Building commitment to team objectives and competence

Defining and implementing team processes

Helping to transform groups into streamlined teams

Anticipating and tackling the business challenges they face

Understanding group dynamics and how to influence them