Executive coaching is a service we provide to individual leaders. Some of our clients are sponsored by an organisation, others engage us directly.
During executive coaching, leaders work one-on-one with a coach, often with some initial input from their manager or sponsor (if they have one). The client and coach work together, usually over a series of sessions, to explore the client’s needs, identify opportunities, learn new skills or strategies, implement actions, and evaluate the impact of changes made.
The coaching relationship is one of trust, non-judgement and confidentiality. It provides a safe opportunity for reflection - fostering insights and re-shaping unhelpful beliefs. We carefully match coaches and clients to ensure the right ‘chemistry’ is in place for a productive and dynamic relationship.
Some benefits of executive coaching, as reported by our clients, include:
- Building employability
- Challenging and dismantling unhelpful beliefs and assumptions which obstruct confidence, potential and career development
- Accessing honest and helpful feedback about one’s interpersonal and professional performance
- Developing psychological flexibility and resilience
- Increasing personal influence in key relationshipsImproving skills around strategic thinking, delegation and empowerment of others
- Learning how to maximise effectiveness and wellbeing
- Improving goal-setting, problem-solving, decision-making and priorities-management
- Increasing self-knowledge and understanding of personal values
- Developing and executing career plans and transitions
MAKING SENSE OF LEADERSHIP
Making Sense of Leadership is about helping leaders to better understand what it takes to envisage, build, grow and sustain high-performing, dedicated and resilient teams. This program is delivered in a workshop-style format with groups of leaders, incorporating pre-work and post-session activities to ensure that the influential role of leaders in workplace culture supports success. The program is highly interactive and practical, and includes elements such as self-reflection, group dialogue, peer coaching and mindfulness.
This program equips leaders, and their teams with the capacity to make sense of the context in which they operate , enabling them to manage change and complexity with confidence and skill. Leaders develop insights into themselves and others, and learn how to translate these insights into action. Leaders who participate in the program learn how to develop and embed a coaching culture in their business practices.
A key aspect of the program is that it typically involves a manager or sponsor of each leader in related discussions. This establishes the supportive environment needed for leaders to implement lasting change. The opportunity to engage in a series of follow-up coaching sessions, supported by supervised peer coaching, also improves the sustainability of the benefits gained. Some of those benefits include:
- Developing a ‘leader as coach’ mindset and skillset, to build and lead high-performing and collaborative teams
- Learning to overcome dysfunctions within teams, and lead people and teams in complex settings
- Improved reflection skills, and personal and interpersonal awareness
- Better recognising and tapping the strengths of self and others
- Developing ‘critical friend’ relationships to support individual and collective development
- Learning to empower others to grow, make decisions, solve problems, and step up to responsibility
- Cultivating a more mindful approach to leadership and wellbeing
- Increased resilience to effectively manage stress, complexity and change
- Learning to use coaching as a tool to foster individual and team development
- Developing a powerful network of sponsors for ongoing career development
Whilst leaders at all levels consistently rank coaching as the most powerful learning vehicle to improve their interpersonal skills, establish enduring relationships and build sustainable workplace cultures, coaching is rarely embedded in workplace conversations. Too often, well-meaning managers share their storehouse of insights and collaboration efforts typically involve offering advice rather than truly embracing others’ perspectives.
Organisations which invest in professional coaching expertise to support senior leaders and members of talent pools report positive outcomes. However, benefits are commonly focused at an individual level. Given the majority of coaching engagements operate in isolation, there is limited opportunity to harness systemic issues and hence, critical leadership-team-culture-performance connections often remain undetected.
In team coaching, a Kru coach facilitates a group of peers to coach each other. This creates a safe opportunity for group members to reflect openly on their current practices and better manage the systems at play within and between workgroups. Teams are then able to design and implement sustainable improvements together. Factors typically discussed include workplace culture, leadership roles, staff wellbeing, communication processes and working environments.
Our clients find team coaching nurtures a culture of trust, motivation, commitment and accountability within organisations. Other benefits include:
- Improving self-awareness among group members of their strengths, and key areas for development
- Fostering a team mindset by modelling a positive approach to managing issues and resolving problems
- Building workforce resilience to deal positively with inevitable changes, challenges and uncertainties
- Identifying untapped strengths, and addressing skills gaps, to maximise team performance
Perhaps most importantly, this type of intervention produces sustainable results by embedding a constructive approach to positively change a whole team. The resulting culture is strong, but also responsive and sensitive to the nuances of the team and their context.
This program aims to support leaders and teams to develop and exercise resilient leadership - a mindset which fosters psychological wellbeing in the workplace. It draws on the lessons of positive psychology, emotional intelligence, neuroscience and contemporary psychotherapies. The program can be delivered to individuals, groups or organisations, as part of a broader program of coaching, or as a stand-alone program. The program is highly interactive and practical, and includes elements such as self-reflection, group dialogue, peer coaching and mindfulness. Resilient Leadership can be delivered to individuals, groups or organisations, as part of a broader program of coaching, or as a stand-alone session. The program is highly interactive and practical, and includes elements such as self-reflection, group dialogue, peer coaching and mindfulness.
Our approach to building Resilient Leadership fosters psychological flexibility, and is based on the principles of Acceptance and Commitment Training (ACT). In the context of organisational leadership, interventions based on ACT have been shown to reduce the incidence of burnout and work-related emotional distress, as well as increasing productivity, innovation, application of new learning, job satisfaction and work performance.
We support participants to examine how they typically react to stress in their work and personal lives. We explore ways to instil healthy habits for responding to such situations, with greater consideration and flexibility.
Clients have reported many benefits from participating in Resilient Leadership, including:
- Coming to understand and articulate their values, needs and energisers
- Better understanding and capitalising on their strengths
- Uncovering and empowering their leadership vision and purpose
- Learning strategies to access effective career sponsorship, and to deepen and broaden professional networks
- Understanding and navigating organisational, cultural and social barriers in work and career settings
- Recognising how they react to stress, uncertainty and conflict
- Building greater flexibility in responding to stress, and learning to be more constructive in dealing with difficulties
- Building healthier physical habits (including diet and exercise), to support psychological health and wellbeing
Individual coaching supervision is for professional workplace coaches, and people who play a coaching role within an organisation or team. Through this model we ‘coach the coach’, providing professional supervision and guidance regarding their coaching role. Supervision aims to build both confidence and competence around coaching, as well as leadership and associated professional practices.
Supervision involves a client working one-on-one with a highly qualified supervisor. A key advantage of individual supervision is that it creates an open, safe and confidential environment for clients to discuss issues, ideas and challenges, and reflect deeply on their coaching practices.
Supervision of coaching practice is fundamental to the development of any coaching professional who is committed to continuing professional growth. Examples include professionals working in people and culture, workplace coaches, managers, consultants, change agents, executives and other workplace influencers and leaders. We also provide supervision for psychologists working in organisational contexts. This service is in keeping with the well-established practice of supervision within the psychology profession, and is provided by a supervisor approved by the Psychology Board of Australia.
Examples of the benefits of coaching supervision, as reported by our clients, include:
- Better understanding coaching relationships and organisational dynamics
- Building awareness of the personal, relational, professional, contextual and ethical elements of their coaching role
- Re-shaping beliefs and assumptions to positively impact confidence and/or competence
- Highlighting conflicts between perception and intention
- Optimising influence and engagement in key relationships
- Increasing self-knowledge, enabling greater flexibility in interactions, problem solving and decision-making
- Developing strategies and skills to build resilience and engage in self-care
Like individual supervision, group supervision is for professional workplace coaches, and people who play a coaching role within an organisation. This service is delivered simultaneously to a small group of people (ideally between four and six). Members of the group may be from within the same organisation, or from multiple organisations.
In group supervision, the Kru supervisor guides and facilitates peer-to-peer coaching among group members. Individuals are both coached by, and provide coaching to, other group members. Peers are encouraged to sustain and gain from each other.
Group supervision is based on the same core principles as individual supervision, and enables similar experiences of reflective practice. However, it has the added benefit of allowing group members to observe, practise, and gain feedback on, key coaching skills utilised during the sessions. For example, respectful and constructive questioning. Supervision in a group can enable participants to reflect more deeply on their practice than they could do alone.
WOMEN IN LEADERSHIP
Organisations that provide targeted, consistent and effective sponsorship of high-potential women reap the benefits of a larger and more diverse talent pool. Kru’s Women in Leadership program helps women to build their careers, develop a more effective leadership presence, and successfully navigate organisational, cultural and social barriers in the workplace. We also provide peer coaching and positive, practical strategies to those who sponsor, lead or mentor women. Women in Leadership can be delivered to individuals or groups, either as part of a broader program of coaching, or as a stand-alone experience.
Like our Resilient Leadership and Career Management programs, Women in Leadership is highly flexible, and draws on theory, research and practice from emotional intelligence, positive psychology, neuroscience and contemporary psychotherapies. The program allows women, and senior leaders within organisations, to observe, practise and build on their coaching capabilities. This strengthens the leadership capabilities of individuals, as well as the ability of organisations to attract, promote and retain female leaders.
Women who participate in our Women in Leadership program report a variety of personal and professional benefits, including:
- Understanding and navigating organisational, cultural and social barriers to women’s career advancement
- Challenging and dismantling unhelpful beliefs and assumptions that limit confidence, potential and career development
- Learning strategies to access effective career sponsorship, and deepen and broaden professional networks
- Articulating a a personal value proposition that clarifies career purpose, strengths and achievements
- Learning strategies to ‘sell’ their value proposition to professional networks
- Developing psychological flexibility, confidence and resilience through reflective practice
- Building strategies to revitalise and sustain physical and psychological wellbeing
Sponsors who participate in our Women in Leadership program appreciate the opportunity to:
- Reflect on their own assumptions, biases, decisions and actions
- Test out strategies and champion initiatives that effect sustainable change
- Learn effective sponsorship strategies through conversation and collaboration
- Consistently model gender-aware behaviours
- Shape future policies, cultures and programs that promote sustainable change
Career Management aims to empower participants to adopt a strategic and tactical approach to managing their careers. This program can be delivered to individuals or small groups, either as part of a broader program of coaching, or as a stand-alone experience.
Our approach to career management draws on a tool-kit of evidence-based instruments and frameworks. It fosters self-reflection and deliberate consideration as vital aspects of achieving goals. This includes establishing goals related to career advancement or career change, as well as finding fulfilment, meaning, health and wellbeing in one’s career.
Benefits of participating in career management coaching, as reported by our clients, include:
- Building employability
- Learning strategies to deepen and broaden professional networks and career sponsors
- Challenging and dismantling unhelpful beliefs and assumptions that limit confidence, potential and career development
- Accessing honest and helpful feedback about performance and strategy
- Developing psychological flexibility, confidence and resilience
- Instilling habits to develop and maintain reflective practice
- Coming to understand one’s values, needs and energisers
- Developing strategies to revitalise and sustain physical and psychological wellbeing
This program is suitable for organisations or groups who are experiencing large-scale change or major disruption in technology, economic conditions or industry policy.
Whether the change agenda requires leaders to make decisions to allocate resources, recruit and role model or attend to routines, controls, power and stories, the outcome of the change must be sustainable. Yet assumptions about how change is experienced are often an after-thought. Without expert guidance and support, change can be very difficult to manage well.
Our services are commonly sought to address a breakdown in trust between staff and leaders, ill-defined or poorly-executed leadership roles, workplace division, or team-related obstacles to performance and wellbeing.
Our approach is based on evidence that managing change effectively, requires investment and commitment from leaders who are in positions of influence. Successful change management is driven by leaders who understand they have significant ‘skin in the game’ when it comes to shifting mindsets, building capabilities or modeling new ways of behaving.
Drawing on relevant diagnostic processes and tools, we combine our expertise with your intimate knowledge of your organisation and its people. We guide leaders and their teams to build a shared culture of support and confidence in ‘speaking up’ for the collective good, regardless of one’s roles or reporting relationships. This enables candid, constructive and respectful conversations and the development of well-considered, plans to improve collective work performance and working relationships.
Some of the benefits reported by clients who have engaged our change consulting service include:
- Creating a safe space to guide constructive and mindful dialogue among peers
- Building a common language and tool kit to manage change productively
- Guidance to link individuals’ sense of purpose and meaning with the organisation’s desired direction of change
- Improved staff resilience, and capacity to rebound from stress and change
- Decreased staff turnover, and improved staff engagement