Corporate coaching involves coaching towards organisational goals. Just as a rugby coach coaches a rugby team, a corporate coach coaches an organisation, focusing on the corporate team and achievement of the corporate vision, mission, values and strategy.

Results are measured against the performance requirements of the organisation.

Corporate coaches combine basic coaching skills with an in-depth understanding of the language, dynamics, processes and culture of organisations – whether these are large companies, SMEs or public sector.

All SYSTEMIC Coaches have extensive organisational experience as well as training in coaching and the psychology of change. Being qualified in different disciplines broadens and enriches the added value that our Coaching can bring.

Where does it fit in?
Corporate coaching can take place with individuals or groups. Face-to-face coaching can be supported by telephone or e-mail contact. Corporate coaches can work to a specific schedule or on a retainer, provide long term support, or be brought in to accelerate change or a specific project.

Where corporate coaching involves coaching a whole organisation in one form or another, it usually requires initial survey work and can overlap into both executive and life coaching. Coaching can arise from a consultancy project or form part of a development programme.

What are the benefits?
Organisations that incorporate coaching into their culture see sustainable improvements in key areas, including internal and external communications, productivity, employee attitudes, recruitment/retention of staff and the bottom line.

Find out more
We don't know whether you have yet defined a need or whether you would like to learn more about corporate coaching. Whichever it is, you could find out more about coaching for teams and individuals in organisations.

 

Or you could do nothing.

Executive coaching

The Executive Coaching Process provides the ultimate in focused and directed senior executive development. There is an emphasis on the ‘whole’ person, and no stone is left unturned in order to identify strengths and development needs. Firm trust and a strong bond forms between the coach and the client, and through a structured, outcomes-led process, we clarify issues, examine limiting beliefs and generate solutions with a compelling course of action. In this way, individuals experience genuine and lasting change. They become both the person they want to be and also the person that others would prefer!

A typical coaching programme will follow this structure: -

• Intake meeting – Meet the client and their line manager (if they have one) to agree the broad scope and outcomes of the coaching. Agree the collection of information through 360° feedback, interviews, psychometric assessment, and existing performance reviews
• Feedback – Feedback all the data to the client, to agree strengths, development opportunities, and a draft plan
• Agreement – Review the plan with the client and line manager to reach a firm agreement about the key areas to focus on for improvement, the desired outcomes and timeline
• Coaching – This can take a number of forms, including work shadowing, video, guided practice, review of learning materials, continuous feedback and learner-centred activity
• Progress review(s) – Gather further data to assess the extent to which improvements are actually being made, and review this data with the client and line manager to agree next steps
• Closure – Agreement with the client and line manager of a forward action plan (that could include further coaching) to ensure that the client continues to develop.

A typical Corporate Coaching programme can involve the client in the process from three to 18 months. The duration of the programme is agreed with the client and the line manager (if appropriate) at the same time as the coaching plan.

The process achieves genuine and lasting change because there is:-

• Dependable and reliable confidentiality assured through the coach and the line manager
• Clear and consistent support from the line manager. (If the client is the boss, they need to be clearly and consistently committed to the process)
• Sufficient body of data that the client can believe in and see the need for change
• Balanced and objective feedback about strengths and development opportunities
• Client enthusiasm and motivation to change based on a vision of how they want to be in the future
• Supportive and imaginative coaching that is based on real-life work situations
• Further data collected to assess actual progress against the baseline
• Closure and/or agreed continuing support from the line manager and the coach