We have a long history of partnering with client organisations in the provision of strategic executive support services. These services have included, executive talent identification and recruitment, succession planning, interim executive placement and executive business coaching. Our senior consultants have many years of experience performing roles at the 'C-Suite level' and call upon their formal qualifications to develop and execute programs that are pragmatic and convert strategy into tangible results.

In more recent times, we have supported many clients in the identification and appointment of Interim Executives. This rapidly developing area of the Australian Business environment has seen a lot of businesses move to a more flexible approach in the way that they engage executive talent. This approach is beneficial to both candidates and organisations allowing businesses to import talent for a specific period of time or body of work. Candidates also find this style of work to be beneficial to their life style and career aspirations providing variety and breadth of experience often not possible in permanent full-time roles.


In the executive coaching space, we understand the importance of executives being able to model on a daily basis the leadership traits that will embed the ‘right culture’ within their organisation and we ensure that these behaviours form the ‘foundation’ of our leadership programs. This approach has resulted in many of our clients being repeat customers and our programs now being cascaded down to middle and line management within a number of organisations.

Executive Coaching

Executive Coaching is an inquiry-based approach to personal and professional development that is aimed at creating awareness, generating action, and facilitating learning and growth.

It focuses on improving performance by helping individuals to develop and sustain new perspectives, attitudes, skills and behaviours.

Involves

  • Gathering and giving feedback
  • Identifying development opportunities
  • Building awareness
  • Facilitating solutions by asking powerful questions
  • Setting goals and creating action plans
  • Facilitating learning
  • Supporting and encouraging over the long term
  • Monitoring progress and holding others accountable

Is Not

  • Telling, teaching, or giving advice
  • Counselling, therapy, or consulting
  • Correcting mistakes
  • Managing performance
  • Solely focused on fixing problem behaviours
  • Mentoring

Benefits

  • Enhancing performance and increased productivity
  • Improving morale
  • Reducing turnover
  • Attracting talent
  • Increasing self-esteem and confidence
  • Leveraging of talents
  • Building new skill sets
  • Increasing likelihood that goals will be reached

Project Definition

A typical executive coaching engagement is about 6 months in duration, but can be anywhere from 3-12 months, depending on the situation. The greater the change that is needed, the more coaching is required.

Bangalley Group coaches are often brought into organizations to work with:

  • High potentials who need additional support to reach the next level
  • Managers who are valuable to the company but have key performance issues to address
  • Executives who have been recently hired or promoted and need to make an immediate impact

Project Process

Executive coaching engagements typically follow these steps:

  • Intake and assessment (including 360 feedback)
  • Goal setting
  • Ongoing coaching and skill development
  • Measurement of results

Confidentiality and Trust: The most important elements in a coach/client relationship.

Deliverable

The coach is accountable to the client (the individual being coached), the client’s direct manager, and human resources (if applicable, as HR is not always involved in the process). The single most important element of the coaching is confidentiality between coach and client. Our coach’s should never reveal the content of their coaching conversations to the client’s manager or any other party without the client’s prior consent. The coach may, at times, facilitate three-way conversations between the coach, client, and the client’s manager.

Support of the client’s manager is key in the coaching process. Clarifying goals and performance expectations with the manager up front is extremely important (Step 2). Also, the coach may do the follow-up feedback to measure improvement (Step 4), or the client’s manager may choose to do this part.

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