Our Developmental Coaching program is delivered fortnightly in 6-session cycles over a 3-month period. Each cycle has a developmental theme that weaves through each coaching session and practice, as agreed to by the Executive and the Coach (along with the Executive's Leader if selecting Executive Coaching Plus*). It is normal for Executives to complete 2 or more cycles with their coach.

*Executive Coaching Plus is an optional service. Down the course brochure for more details

The Coaching Room’s Developmental Executive Coaching program is delivered in 6 x sessions over approximately 3-months. One-on-one, the program is delivered bespoke to your individual and organisational needs. 

Developmental practices are provided and agreed at the end of each session.

The Executives leader can also be involved in setting KPIs and expectations for the program to ensure organisational as well as personal benefit.

Our Developmental Executive Coaching program includes Executive Coaching Plus* (Leader or Board Member Feedback and conversations throughout the Executive’s Coaching Cycle), as well as our Living 360-degree feedback program* (interviews with peers, colleagues and direct reports).

The Enneagram personality Profile and a developmental self-review are also included in the program.

You and your organisation can expect you or your Executive in Coaching to gain:
• More self awareness of your personality and behaviours
• A better understanding and knowledge of Leading versus Managing
• To create more effective rapport with peers, colleagues, reports and the Board of Directors
• To develop growth in terms of worldview (capacity to hold more perspectives) in decisions and actions
• To be able to effectively engage and collaborate with the entire Executive Team and Board of Directors
• To lead through the creation of a pioneering and engaging vision
• To lead the organisation’s social systems (learn to lead systemically)
• To become objective to and lead the organisation’s culture
• To create impartial external accountability to team and organisational outcomes

An intensive one-on-one coaching program cycle of 6 x 1-hour coaching sessions, over a 3-month period (fortnightly), via zoom or face-to-face.

The coaching process is designed to help you lead contextually. Contextual leadership is the ability to be agile and appropriate in your thinking and your responses, given the context.

To do that you first need to become aware of how you think - the cognitive biases, that drive your thinking in patterned ways, that lead to how you respond to challenges and issues now. Secondly, the process helps you integrate and update your biases - where necessary, giving you much more flexibility in how you think and respond, so you can become much more intentional in the way you articulate and communicate.

• 1. Difficulty in influencing people to do their job properly
• 2. Failure to communicate effectively – the ability to articulate complex ideas, provide clear expectations, and give and/or receive feedback.
• 3. Inability to have fierce conversations that gently confront the real issues and influence things to change.
• 4. Lack of accountability in your people – having to repeat yourself and fix problems yourself, because it’s easier than holding others to account.
• 5. Fear of holding people to account, or coming across as aggressive if you do
• 6. Lack of alignment between your people or teams (people/teams working in silos)
• 7. Lack of a clear leadership vision, that motivates and engages your people to execute effectively
• 8. A company culture by default. One that you yourself are subject to.
• 9. An inability to lead the board, or keep them accountable to staying on governance and strategy, rather than interfering in operational issues.
• 10. The desire to learn how to make informed decisions that are inclusive, compassionate and effective.

• 1. Awareness of your own and others cognitive biases that drive thinking and reactions – enabling real leadership evolution
• 2. The ability to lead contextually, giving you more flexibility in approach to decision making, communication style and people development, given the context.
• 3. The ability to listen much more effectively to what’s being communicated, verbally and non-verbally.
• 4. The influence to lead development within others, building capability in others that is self-sustaining.

Developmental Coaching gives much more focus on coaching to an executive's sense of Self and how their values and beliefs inform actions and communicating at work.