Imagine the opportunity for a busy executive or high potential manager to engage in a one-on-one relationship that consistently produces targeted, breakthrough results. This is coaching.
We offer coaching engagements tailored to the needs and budget of your organization. Our experience has shown that Indigo Resources’ coaching transforms people and work environments over time.
Piloting a Brilliant Career
This type of coaching – Guided Self-Discovery – is conducted in two 1.5-hour sessions. It delivers noticeable increases in self-awareness, focus, and fulfillment. Using a 360 degree assessment, the Myers Briggs Personality Type Indicator (MBTI), and anecdotal feedback, the client sees him/herself as others see him. With this information, s/he and the coach clarify behavioral and business goals and develop a realistic plan of action for their accomplishment.
Developing Leadership Capabilities
Leadership Development Coaching, through a series of twice monthly meetings over three to twelve months, narrows a leader’s focus to high-leverage areas of performance. These are the areas that affect the perceived contribution of the leader by his/her team and organization. A specific plan is invented and followed through the sessions. This allows the coach and client to prepare for and debrief the client’s performance at real-time events on the job. This coaching invites the participation of colleagues in the client’s development, and increases transparency and integrity in leader-team member relationships.
More About Coaching…
Coaching as an approach to performance improvement and leader development, is considered by many to be the next big step in developing leaders. Its roots are in many areas, from athletic motivation to social systems theory, to adult development theories. While results of coaching are often astonishing, this approach has been “percolating” in management development and athletic competition arenas for more than two decades.
Coaching alleviates many organization costs: work disruption, low employee morale, recruiting costs, new hire training costs, lost tacit knowledge of an outgoing person, and legal costs incurred by suits arising from terminated employees. More importantly, it reaches in and finds the potential for contribution hidden often inside of performers.
What Makes Coaching So Effective?
- A high degree of trust
- Dedicated, future-oriented listening
- Simple questions
- New perspectives that challenge stagnant paradigms
- Coach’s expertise in organizational politics, intrapersonal and interpersonal communication, and adult learning theory
- Focused, structured conversation
Used in combination, these components drive accelerated self-discovery and intra-personal and interpersonal skill development. They move through internal blocks that often keep individuals from getting past familiarization and experimentation with new attitudes and behaviors, to mastery and habituation. Success is assured through strong buy-in from clients, constant relevancy to the individual’s specific challenges in performing on the job, a clear understanding of the context in which the individual performs, and observations and ideas from co-workers, coach, and the client him/herself.