Leadership Development and Executive Coaching Services

Supporting and developing your higher level staff.

At Sterling HR, we recognize that all managers and executives become confused, baffled or overwhelmed at some time in their careers. Coaching is an extremely positive and effective way of developing managers and teams. Essentially, we undertake a participative, problem solving process designed for:

• High performers
• Executives experiencing career transition
• Performance improvement through behavioural change
• Executives in new roles with new responsibilities
• Teams requiring new roles, processes, and new ways of working together
• Merging cultures, work processes, learning and roles
• Other desiring personal development

Executive coaching is typically provided on a one-on-one basis. Whereas leadership development tends to take place at the small group level through workshops and focused activities. Frequently, we use a combination of different approaches over time to ensure that performance improvements are self-sustaining.

We offer the following leadership development and coaching programmes (1-1 or Workshop format):

• Coaching and developing teams
• Performance improvement
• Operationalising organisational mission and goals
• Client service projects
• Performance feedback
• New team formation
• Leadership development
• Influencing and persuasion
• Fast Start for new teams or teams with new leaders
• Conflict resolution
• Career transition
• Merging new cultures / behaviour change processes.
• We recognize that every situation is unique, so our programmes are fully customized to your environment, utilizing company systems, jargon and procedures where appropriate. And, if your particular need does not fall under one of the above programmes, don't worry, these are just examples. We will develop or modify programmes to suit your needs.

The Process

Our emphasis is on ensuring leaders, managers and potential managers take responsibility for their own development and performance improvement. We encourage participants to work with their managers to design ways in which they can jointly develop the leaders performance and competencies.

The following steps form a brief outline of our process:

1. Encourage Self-analysis
2. Encourage Self-Evaluation
3. Agree on areas to improve
4. Mutually set goals
5. Suggest Actions
6. Build Skills
7. Organisational Data and Executive Assessment Tools

We use appropriate organisational data to create an accurate picture of each participant. Areas such as development, career transitions and change, competency profiles, peer and/or upward feedback, and performance appraisals are used as necessary.

Added to this organisational data, Sterling HR Outsourcing has a number of assessment tools to use in a coaching process which identify:

• Personality preferences
• Behavioural styles
• Learning styles
• Work styles
• Peer feedback through a customised 360° tool
• Personal values
• Interest inventories