Taking Executive Coaching From Behind Closed Doors and Into The Wild
Coaching Goes Deep
At Executive Dialogue, we bring the power of transformative conversations to your organisations. As coaches, we master the art of creating deep trusted dialogue with senior leaders and their teams. Through coaching, leaders can critically reflect on their mindset, develop new patterns of behaviour and deliver enhanced results for themselves, their teams and their organization. No other change or learning intervention goes as deep nor has such far reaching effects as working with a trained executive coach.
Our work with leaders covers a wide range of needs:
- Coaching leaders through complex decision-making
- Coaching on leadership styles and behavioural competencies
- Ethical coaching, helping leaders do the right thing
- Coaching to strengthen or repair critical relationships
- Coaching for well-being and sustainability.
Letting Coaching Loose
We don’t stop there. We believe coaching dialogue should be let loose - into the wild - that so powerful generative dialogue takes hold across your organization and beyond. By helping make dialogue become viral, we enable people to stretch and support each other. This doesn’t just happen by chance. We have a well developed methodology and tool-kit to support this:
- 360° feedback and follow up
- Triangulation with stakeholders
- Action research methods to “learn while doing”
- Knowledge transfer through mentoring and meeting facilitation
Dialogue Creates Smarter Organisations
Leaders can model coaching dialogue, and empower others to use it in a variety of day-to-day contexts. When people engage in dialogue with co-workers, customers, suppliers, and partners, they create a smarter and more energised organization.
- Deep seated problems can be recognised and addressed
- Widely diverging views can be heard and factored into decision-making
- People feel supported through ongoing change
- The social intelligence of the entire organisation can be enhanced, through improved listening, feedback and idea-sharing.
For too long, coaching has been focused on elites and is seen as an executive “perk” rather than as a strategic change intervention. A senior coaching assignment should not be seen just as an end in itself, but as a catalyst towards building a coaching capability throughout the organization, so coaching becomes a normal way of people working and learning together.
In this respect, the transference of our coaching know how is just the start. We encourage our Coachees to use coaching outside the session room, along with other new leadership behaviours. Through applied action, leaders can generate a viral effect. The organisation may find great coaches and mentors throughout the organisation; and these competencies can help partner with customers and suppliers, creating stronger more collaborative bonds between organizations.
Experimentation is Key
We encourage the use of different coaching formats:
- Leadership coaching
- Team coaching
- Peer-to-peer coaching
- Change coaching
- Feedback coaching
- Developmental coaching
In fact, anytime, two or more people need to have a really good, productive conversation, coaching skills can play a part (even if it’s not called coaching).
At Executive Dialogue, as well as being great coaches we are also expert learning designers, able to diagnose and design around your specific company’s needs. No two assignments are ever the same. What’s different is that we can deliver seamlessly across diverse geographies, working to common standards and methodologies.
If you would like to find out more, then please contact us below and we would be delighted to have an introductory discussion about your needs and how we might be able to help.