The Leadership Evolution Coaching Model

Leaders do a lot. Expectations from all around are high. You need the best development that is tailored to you and directly connects you to your leadership potential to help you succeed. That is exactly what Leadership Evolution Executive Coaching is about.

Leadership Evolution does not do “formula coaching”. Instead, our approach is tailored using an evidence-based approach drawn from psychology and management literature. Here is what you can expect as the key elements of the Leadership Evolution Executive Coaching model.

Key underpinnings of the Leadership Evolution coaching model

  • We assume that people have many of the resources internally to grow, learn, reflect and solve their own problems, and the coaching relationship is about exploring and making those resources and learnings explicit.
  • Your coach brings a process to help you discover the answers yourself, now and in the future - your executive coach will guide you toward the answers, not hand them to you.
  • Coaching tools and methods are best adapted to the coaching relationship and the objectives of each coaching programme. Each person has different levels of behavioural development and motivations, meaning that each coaching session must be individually aligned to fit.
  • The coaching techniques of questioning and challenging are used so that you can move forward, explore and learn. The aim is to stretch, but not to break.
  • Your executive coach will use knowledge of your organisation and its goals, as well as in-depth professional experience to optimise the results with you, both at an individual and an organisational level.
  • By opening up new ideas and possibilities in the mind of the participant, your executive coach works to evolve your behavioural patterns into a set that corresponds to what you need to improve individual performance, both in terms of efficiency and effectiveness.
  • Executive coaching is undertaken in a frame of relational leadership and action learning based projects.
  • Executive coaching is about expanding behavioural flexibility and increasing choice.

Structure of the Leadership Evolution executive coaching model

  • Set goals: We commence the coaching process by establishing the goals for the coaching in collaboration with you and ideally your supervisor (and or key stakeholder) – the purpose is to triangulate goals, expectations, review points and workplace support required.
  • Set timetable: Your coach will set an approximate structure and length of coaching – an ideal length may be 6 – 12 months with 1 or 2 sessions per month, of 2 hours duration and phone/email follow-ups in between.
  • Action learning plans: An action learning plan will be developed from each coaching session, requiring you to take action and implement the new learnings. This “homework” is your accountability as a participant.
  • Coaching Tools: Various tools such as personality profiles or 360 degree feedback may be utilised throughout the sessions as necessary (see tools section below for more information).
  • The coaching conversation: the coaching conversation will broadly follow a GROW model - that is Goal, Reality check, Options, and Wrap-up. That means at each coaching session you will cover your goals, what is happening for you now, options and a plan for how you might go forward, and your follow-up actions.
  • Resources: Your coach will support your learning by suggesting additional reading, resources, providing articles and handouts as well as working with you to summarise key actions and learnings as applicable to each session.
  • Checkpoint: At least 1 or 2 checkpoints will be integrated in to the coaching timetable which will ideally include a review and feedack session with your supervisor (and or key stakeholder).
  • Closing Report: You will be required to prepare a short summary of your learnings, improvements, reflections and actions as a result of your coaching.
  • ROI: We may develop and integrate a Return on Investment process as required.

Coaching Tools that may be used in the Leadership Evolution executive coaching model

  • Self Insight Tools: such as Myers-Briggs Type Indicator (MBTI), the Occupational Personality Questionnaire (the OPQ is a personality profile produced by shl), and or the Extended DiSC.
  • Team Role Questionnaires: such as the Team Management Index or the Belbin Team Role questionnaires, to help you understand how you might fit best in a team and team dynamics.
  • Psychometric assessments: such as ability tests, to explore and highlight your cognitive and analytical strengths.
  • Emotional Intelligence assessment: emotional intelligence tools such as the MSCEIT (Mayer-Salovey-Caruso Emotional Intelligence Test).
  • 360 Feedback: either a questionnaire (a number of options are available) or an interview with key stakeholders.
  • Neuro-linguistic tools: A number of tools and processes using NLP.

Topics or content that may be covered by the Leadership Evolution Executive Coaching model
Consistent with the Leadership Evolution approach to leadership development, your executive coaching can be focused on all or any of the following topics, and is likely to include elements from all three:

  • Organisational Leadership – that is taking the organisation in the direction it needs to go – includes topics such as vision, futuring, alignment and structure, managing organisational change, strategy, building organisational values, community and stakeholder engagement, and building teams.
  • Personal Mastery – that is, personal leadership skills including communication, interpersonal skills, building relationships, rapport, public speaking, coaching skills, confidence, self/time-management, and emotional intelligence.
  • Authenticity – that is, being sublimely in tune with who you are and what you are about, includes internal alignment of goals, values, beliefs and behaviours, deep self-insight, clarity around your life path, generosity, forgiveness, responsibility and contribution. Being true to all that you can be.

What participants say about Leadership Evolution executive coaching

I recently concluded my coaching sessions with Alison Jardie and recommend her services to anyone who would like support to achieve goals or solve problems. With her relaxed style and incisive questions, Alison assisted me to articulate my objectives. She employed practical and fun techniques to tap into my motivation and draw on my own skills and resources. Alison made astute observations and encouraged me to trial new ways of interacting with people to improve outcomes. She supplied me with resources that enhanced my learning journey and encouraged personal reflection. My time with Alison has helped me to improve my performance and achieve results.

Tony Hancocks, Queensland Health

As a coach, Alison was excellent – a listener, able to challenge, probe and affirm. Her feedback to me about my performance was valuable and practical. She provided strategies to practice to improve aspects of performance … and I recommend Alison as a coach able to accurately assess areas of strength and weakness. For me it was about learning to capitalise on my strengths and develop strategies to improve the areas that need improvement for me to be a more effective leader in my organisation. In all, a valuable experience that helped me clarify my goals, abilities and emotional and professional needs. This resulted in a commitment to improve my work/life balance to ensure effectiveness, better health and well-being.

Judith Gardiner, Education Executive

Are you ready to be coached? Whether you are a new or experienced leader, or if you are developing leadership within your organisation, call us today on 0400 340 171 to find out how our executive leadership coaching can help you succeed.