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Executive coaching

Coaching packages

We offer three types of coaching programs.

  1. Six month coaching program — Consists of 10 hours of coaching typically conducted over a six month period.
  2. Maintenance program — Consists of 90 minutes sessions delivered for an agreed period.
  3. Leadership development program — Coaching can be used as a tool to support a leadership development initiative.

Type of clients

We coach leaders at all levels and our clients typically fall into two categories:

  1. new leaders or middle managers who seek to improve their capability, personal effectiveness and business results, or
  2. executive leaders who contribute to the strategic direction of the organisation and are responsible for creating a high performance culture.

Coaching focus areas

Clients typically contact us to help them address the following challenges:

  • Coaching for skills — Focuses on helping the coachee learn specific skills, attitudes and behaviours that will directly improve role performance. The coaching process is focused on the leader’s current task.
  • Personal transition — We assist people who are undergoing significant change such as personal changes, taking on a new role, have a new manager or are rethinking career options. At its core, it is about building the individual’s capacity and resilience to deal with change and proactively developing strategies to enhance performance during change.
  • The first 100 days — The first few months as a new executive can be a testing time. Many demands are made on their time but it is a unique opportunity to imprint changes on the organisation. Key focus areas are assistance with developing the first 100 days game plan, managing expectations, building the leader’s team and develop a broad repertoire of leadership styles.
  • Female executives — Focuses on coaching women who have stepped into an executive leadership position
  • Coaching for performance — Involves focusing the leader on creating a high performance culture for the organisation. It entails developing the requisite skills and mindset to personally model the culture they are seeking to create. It can be more confrontational than coaching for skills as it involves considerable degree of self-awareness and self-exploration in terms of strengths and vulnerabilities, and a wiliness to confront blind spots and blockages.

The coaching process

Initially, either the coaching client or organisation will contact us about a potential engagement. Then, the steps are:

  1. Meet and greet to identify the goal of the engagement and ensure there is a good fit between our skills and experience and the coachee’s needs. This may lead to an agreement to work together.
  2. Contracting focuses on establishing the goals and measures of success for the coaching program. Expectations on how we work together are agreed. For example, confidentiality, boundaries and session format are standards items of contracting.
  3. Discovery and action planning consists of the coaching conversations to get to the seed of an issue, working through blockages, and learning new skills. Typical techniques used in service of the goals are assessments, role-plays, scenario planning, visualisation, exercises and readings. Léargas also offers live-action coaching which is being present when the coachee conducts business activities and interactions. This is a powerful vehicle for providing feedback and helping to shift behavioural patterns in real time.
  4. Debriefing focuses on checking-in with the client and the organisation on progress being made and identifying recurring or broken patterns of behaviour.
  5. Evaluation of the coaching program and goals achieved and the development of a plan for continuing the learning going forward.

Theories and models

Our coaching practice is informed using an interdisciplinary approach. It draws upon theories and conceptual models from psychology, adult learning, organisational development, transactional analysis, psychotherapy and leadership.

These theories focus on building deep self-awareness, the development of new thoughts and behaviours and strategies to sustain the behaviour change. These models work to identify the root cause of the challenge and digs beneath the surface to tackle out-of-awareness thinking and behaviour.