In 2006 Encounter conducted an extensive study of groups of senior managers in two multi-national corporations in South Africa* and found that a 6 month coaching intervention proved highly successful. Scores across a range of ten key indicators averaged out at 77% effective, for example:
Enhanced Self-Awareness (91% effective)
Increased Self-Confidence (83%)
Increased Leadership Skills (80%)
Improved Goal Setting Abilities (80%)
Lowered stress levels (60%)
In addition, the study measured success levels on unique individual objectives as set by the individuals being coached themselves. It found a 79% level of efficacy in that regard. Other studies have similarly found there to be high levels of effectiveness of this medium of intervention.
Resolve Encounter Consulting has been involved in the development of coaching training programmes, the delivery of coaching to leaders across all levels of organisations, and offers organisations experienced and executive coaches for use in a wide range of applications and contexts.
The Benefits
Executive coaching is a systematic means of engaging with senior leaders as individuals. Often leaders need an objective and neutral individual with whom to discuss challenges, opportunities and their perspective. Our coaches allow leaders to step away from their day-to-day routine, create a shared thinking environment and effectively enact a way to reach beyond their everyday tasks and objectives to achieve their personal and professional goals.
Numerous clients report that coaching positively impacts their careers as well as their lives by helping them to:
Establish and take action toward achieving goals
Communicate more effectively
Take greater responsibility and accountability for actions and commitments
Work productively with super-ordinates, peers, and sub-ordinates
Contribute effectively to teams and the organisation
Become more self-reliant and directed
Gain more job and life satisfaction
The Business
Resolve Encounter Consulting has a business unit dedicated to its executive coaching clients. Through selecting coaches for their competence and success in the field and, providing a managed executive coaching program, we ensure that an organisation’s choice to implement a coaching culture is a valuable investment.
The business unit:
Matches coaches and executives effectively
Manages and supervises executive coaching interventions
Measures coaching outcomes
Provides continuous feedback to an organisation to support quality outcomes
Coordination of the logistics to design, implement, and measure a customized executive coaching program is handled by our business unit where feedback and involvement in the process is a key contribution to its success. We operate as a key point of contact for the coaches and an organisation’s team by continuously acting as the liaison between coaches and executives (coachees) to ensure that communication is successful and, that the integrity of an executive coaching program remains in-tact throughout each phase of matching, managing and measuring the coaching experience.
The Process
Coaching is a deliberate process utilising focused conversations to create an environment for individual growth, purposeful action, and sustained improvement. Coaches and clients access behaviour models, capture key action steps, track progress, and highlight key insights – all within a confidential workspace.
Our one-to-one executive coaching services are customized for each individual. Coaching sessions are tailor-made to suite the needs of the client and are often conducted twice per month for an hour or two, or sessions are scheduled for longer, intensive periods depending on an individual’s needs. Weekly telephonic and email interaction is also an option.
Coaches provide a personalized, consistently focused framework to help individuals reach their professional goals and access their potential. They help individuals discover and leverage their strengths, recognize obstacles to success, and identify a course of action to help them maximize performance.
Our Value Add - What Differentiates REC?
- We have a strong track-record in delivering large, medium and small-scale coaching assignments with the requisite quality assurance processes
- We have an extensive national and African footprint with the ability to coach and deliver accredited training countrywide and in other parts of Africa.
- Our intellectual strength comes from our exceptionally well qualified and trained coaches who have both extensive coaching and business experience.
- Our client centred approach ensures:
- Customised and systemically integrated coaching delivery programmes
- A central point of contact to deal with any issues that might emerge during a project
- High quality service and regular engagement
- Efficient client interaction with regular feedback reports on individual coachee progress, coach effectiveness and feedback from line managers on behavioural change
- Project governance
- Our rigorous process framework and methodology ensures the following:
- A consistent stratified integrated leadership talent management and succession planning pipeline coaching approach for Personal and Business Development
- Global coaching best practice assessments for Personal Development coaching and competency framework assessments for Business Development coaching
- Ensure systemic integration and alignment with organisational business planning and HR strategic development initiatives integrated into an overall leadership development framework approach.
- Ensure that the ethical procedures and standards of Coaches and Mentors of South Africa (COMENSA) and the International coaching Federation (ICF) are followed at all times.
Our Coaching Services
Individual Coaching Individual Coaching is a targeted one-on-one intervention for management, leadership and organisation development.
Our approach is to facilitate a three-way collaborative partnership between the executive, the organisation, and the coach. The coaching takes place within the context of the organisation's global strategy, mandates, and human resource objectives. This complementary development initiative benefits both the organisation and its leaders.
Coaching is used to develop managerial and leadership ability and capability. For example, it is employed for individuals who require personal and/ or business development coaching to achieve role optimisation or role mastery. It also focuses on the accelerated development of individuals identified by the organisation's talent management succession pool development process to accelerate identified talent for ‘turn' potential on the ‘leadership pipeline'.
Team Coaching
Team coaching is used to develop inter-personal, intra-team or inter-team relationsips with the aim to achieve shared ‘mental- models' (beliefs and assumptions), and to break ‘silo' behaviour and increase productive engagement with the aim to shift teams towards higher performance to achieve organisational business goals.
The Coaching Partnership
A coaching partnership is comprised primarily of one-on-one interactions between a professional coach and an employee and is supported, as needed, by others. It is based on agreed upon ground rules, time frames, and specific goals and measures of success.
Coaching is a deliberate process utilising focused conversations to create an environment for personal and business development growth, purposeful action, and sustained improvement. Our coaches allow their clients to step away from their day-to-day routine and effectively strategise on how they can reach beyond where they currently are towards role mastery.
Within a confidential workspace, Resolve Encounter Consulting coaches clients by utilising a Personal Development Plan with SMART objectives (specific, measureable actions, reachable, timeframe):
- Access behaviour models
- Capture key action steps
- Track and manage progress
- Highlight key insights
- Discover and leverage strengths
- Recognise obstacles to success
- Identify a course of action to help maximise performance
- Discuss challenges and difficulties objectively
Coaching positively impacts careers by helping individuals to:
- Establish and take action towards achieving goals set in Personal Development Plans.
- Become more self-reliant
- Gain more job and life satisfaction
- Contribute more effectively to the team and the organisation
- Take greater responsibility & accountability
- Work more easily & productively with others
- Communicate more effectively
In summary, our coaches provide individualised, consistently focused interventions to help managers and executives reach their professional goals.
Typical phases of the coaching process are:
- Pre-coaching needs analysis and planning
- Contracting
- Data gathering, usually a 360 process, plus individual measures
- Goal setting
- Coaching
- Measuring and reporting results
- Transitioning to long-term development
Within the context of predefined goals, REC coaching is truly individualised and targeted at a manager or executive's leadership style, performance and behaviour. There is a strict focus on personal and leadership development and how best to leverage one's leadership to achieve organisational effectiveness.
On occasion and if appropriate we use a 360 Degree Feedback Protocol as part of the initial phase understanding the executive. This refers to the activity of gathering feedback on an executive's performance and leadership from the people all around the leader. The best way to accomplish this feedback is by confidential, one to one, individual interviews conducted by the coach with the people identified by the client and their manager. This data is gathered, analysed and fed back to the executive in comprehensive debriefing sessions. From this information, and in combination with other data, both coach and client draft a development plan, which charts the course for the coaching phase.
What follows is the active coach phase. Here, coaches use many learning strategies such as problem solving, planning, rehearsal and action learning, feedback, dialogue, clarification of roles, assumptions, prioritising, teaching and the application of a variety of management and leadership tools, and finally, referral to other developmental resources where relevant.
The length of the coaching contract varies depending on goals. However most executives retain a coach for one to two years. This duration allows ample time for the executive to reach goals, to measure progress and to establish methods for the executive's long term development. Middle management, on the other hand, use coaching within more specific and defined parameters and objectives, and this usually means that their coaching programme will last between 6 months to 1 year.
The Frequency of the contact varies according to the needs of the coaching process. For example – some clients meet with their coach once or twice a month for half a day; some meet weekly for 1.5 hours; while others meet every two months. Coaching can also be conducted telephonically and via email on an as-needs basis during the coaching relationship.
Outcomes depend on the goals of the coaching engagement, and most clients report an increase in their effectiveness as leaders. Research suggests that successful coaching depends upon three factors: first the client's level of commitment and motivation; second, the quality of the relationship between the coach and the client; and the third factor is the quality of the client-manager relationship and in particular the manager's ability and commitment to support the client's development.
Our Matched, Managed and Measured Coaching Service
REC offers an expertly matched, managed and measured coaching service. This approach provides for on-going strategic and logistical consultation to the organisation that ensures all coaches are working together within a defined strategy and with clear objectives. The approach offers a professional, managed service between the coaches, clients and the organisation and carries the locus of responsibility to objectively measure coaching outcomes.
In this regard our service entails:
Strategic consultations with your organisation
REC provides expert strategic consultations where we advise on the latest systemic coaching opportunities and explore the best way forward for your organisation's coaching strategy and programs. This is achieved in a series of consultations to help us understand the organisational coaching requirements and objectives, as well as its values and vision. We are then able to recommend a tailor-made coaching program.
A matched, managed and measured coaching program
A Coaching Program operates under the guidance of our Coaching Consultant and Coaching Business Unit in line with your organisation's strategy.
Our Coaching Consultant (CC) provides a supervisory account management function. Global guidance, strategic oversight, and liaison between the organisation, consultancy and executive coaches are key roles of the CC. The CC ensures the following:
- Matching “best fit” coaches – The CC facilitates a collaborative selection process between the manager or executive and the coach to ensure the participants' sound relationship with one another so that the organisation's overall strategy, values and coaching objectives can be a success. There are various matching technique tools from which the CC will recommend the one for most suited to your organisation.
- Ongoing supervision of the coaches - Where our coaches are involved in the same organisation, department or division, they work as an aligned team. They meet regularly as a group to strategically align their thinking and coaching interventions with the overall strategic objective of the organisation's coaching initiative.
- Continuous clarification of a clear strategy for your organisation as to intentions and outputs of coaching. This strategic relationship provides an ongoing review of who is coached and why, as well as how coaching is positioned in the organisation.
Our Coaching Business Unit provides an expert Quality Management System to support sustainable and successful executive coaching programs. Developing and disseminating strategic tools and managing the executive coaching process are key roles for the Coaching Business Unit which ensures the following:
- Management of contracts with all coaches - time scales and frames, ethical issues, and logistics.
- Measurement of progress through the use of tailor-made tools that are aligned with the organisation's coaching objectives.
- Co-ordination of our coaches - Where coaches are involved in the same organisaton, department or division, they work as an aligned team. They meet regularly as a group to strategically align their thinking and interventions with the overall strategy of an organisation's coaching initiative.
- Feedback to and from the coaches, organisation and the coachees (clients).
- A quarterly report (where contracted), which includes:
Resolve 'Leader as Coach and Mentor' Training
Coaching training as a “Leadership and Management Style” is facilitated by means of “Coaching Circles”. Coaching circles are facilitated for up to 20 members in a group in half day workshops that cover the content listed below, which is then followed by practical application, group observation and developmental feedback to enhance skills transfer in coaching skills:
- What is coaching and how does it form part of the leadership role in the organisation?
- What it takes to be a coach?
- How to coach – the process steps and skills
- Adult learning styles
- Effective communication
- Listening skills
- Questioning skills
- Application of the SBI feedback model for personal development, to improve performance and change undesirable behaviours
- Application of the GROW coaching model for personal development, to improve performance, and to change undesirable behaviours
- The language of coaching
- Practical application in groups with group observation and developmental feedback to on the “Leader as Coach Leadership Style” and behaviour.
Each individual has an opportunity to be coached by the group in their circle with a professional coach as facilitator who reinforces good coaching behaviours and ensures the use of appropriate coaching language. In this context, asking insightful questions and reflecting on the possibilities they create is considered to be more valuable and have more impact than providing expert knowledge or specific answers to problems.
Our Coaching Team
Our coaching team comprises professionals who have been working in the coaching, training and assessment fields for many years and who have in fact assisted in raising the level of coaching practise in South Africa through the formalisation of coaching practises and ethics. Several of our coaches are also faculty members in various coaching training programs available at institutions around the country. All our coaches are members of Coaches and Mentors of South Africa (COMENSA), which is affiliated to the European Coaching and Mentoring Council. We are particularly proud that two of our directors are senior members of The World Association of Business Coaches (WABC) and sit on the WABC international panel of experts that assess standards and ethics for coaching on three continents. These individuals are also executive members of COMENSA (Coaching and Mentoring Association of South Africa).
Our executive coaching panel of more than 90 professional executive coaches in Johannesburg, Cape Town, Port Elizabeth and Durban apply a unique blend of knowledge, experience, imagination and cultural capital to solve problems and craft sustainable results for our clients. Our executive coaches are all experienced in their own right. They are either professional psychologists who have been working in the coaching field for years and/or are individuals with Masters degrees, Doctorates or Diplomas from respected institutions in South Africa and abroad. Several of our coaches are also faculty members in various coaching training programs available at institutions around the country. All our coaches are members of Coaches and Mentors of South Africa (COMENSA) which is affiliated to the European Coaching and Mentoring Council, while others are also members of the International Coach Federation (ICF). We are proud that both our Directors Sunny Stout-Rostron and Dr. Lloyd Chapman are senior members of The World Association of Business Coaches (WABC) and sit on the WABC international panel of experts that assess standards and ethics for coaching on three continents.
Non-Executive Coaching Director
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| MA, D.Prof (Coaching), MWABC |
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back to the top of the page Managing Director |
| BComm, BComm (Hons), MComm, Organisation Psychology (UNISA), DPhil, (University of Johannesburg/Tavistock Institute, UK), Certified Executive Coach – Tavistock Consultancy Services UK. Accredited CCL Feedback Coach, USA. |
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