The key people at the top of organisations are generally the ones that receive the least training and development. If an organisation wants to be world class, however, their leaders need to be world class too.

This is why Performance Coaching International (PCI) was set up – to introduce and/or further develop executive performance coaching within organisations.

The scheme was set up to spread best practice throughout the industry and to allow organisations to experience the impact coaching has on individual and organisational performance.

Research by Detterman DK & Sternberg RJ (1993) shows that only 10% of training actually transfers to the workplace. This is especially true for executives who have extensive skill sets and who do often not have the time to attend generic training courses that do not exactly meet their individual development needs. The coaching project was developed with each coaching session individually designed to impact directly on workplace performance.

Henry Ford said: “If you believe you can or you can't you will always be right.”

The PCI framework goes way beyond the traditional GROW model of coaching. Activities are focused on working with the clients' values and beliefs to break through any limitations they may place upon themselves that stop them performing to their true potential.

How it works

The standard PCI coaching contracts are a one day breakthrough session and then a two-hour session per month for either a six- or twelve-month period.

Each individual client will go through the breakthrough session for immediate results that are achieved by using the accelerated change technologies available within the newer branches of occupational psychology and neuro-linguistics.

With any senior executive, the resource that is most scarce is time, and utilising these coaching techniques ensures value for time.

Executives then go into an ongoing programme of fine tuning the new behaviours in a way that is most useful to them, and supports the company mission and strategy.

The potential gains

The subject matter of the coaching session is identified in a variety of ways. It could be the individual that highlights the need, an appraisal, personality tests, as part of an organisational change programme or a team development event.

During this ongoing stage, PCI coaches will promote the skills and attitudes necessary for excellent leadership, including coaching their own reports. Executives who are aligned within themselves and focused on their outcomes are better leaders and will be able to motivate others to work together towards that outcome.

This internal congruence and alignment is only possible through coaching at the levels of beliefs and values. Executives that understands their own values and how they really control their motivation, and therefore their behaviour, will be better placed to deal with the challenges that arise in these times of constant change.

PCI training courses can lead participants to:

  • overcome: stress, anxiety, frustration, procrastination, phobias of public speaking
  • increase: confidence and personal magnetism
  • enjoy: change
  • plan: career direction
  • enhance: your communication influence, leadership and people management skills
  • develop: an effective team.

    In today's market place of constant change, flatter organisations and demanding clients, shareholders and staff, the top of organisations can on occasions be a lonely place with little or no support.

    It is for this reason that some companies are introducing coaching cultures to combat the loss of the traditional support systems within organisations.

    Case studies

  • A high achieving executive who, when under stress, reacted in an aggressive manner to his staff and peers thus leading to low staff moral and high staff turnover. Prior to coaching, outbursts would occur on average two/three times per day. After coaching there were two incidents in a six-month monitored period with staff turnover dramatically reducing.
  • A managing director who had been making effective presentations for over 15 years was never happy with his presentation skills and was always nervous even though he hid it well. Following coaching he was able to relax and enjoy his presentations and received feedback that he had transformed his style.
  • An average performing sales executive who did not believe in her own abilities was coached and had an increase in self confidence , within two months she was the top performing executive in the region.
  • A leader of an organisation that had achieved rapid growth was unhappy with his life even though he had achieved so much. Following coaching he was able to achieve the same results but with greater work/life balance and therefore happiness.

    In the world of sport, winners often say the difference between winning and losing is their coach – in business more and more executives are saying the same.

  • Kevin McAlpin and Paul Matthews are from Performance Coaching International.

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