coaching options, innovation & value added services

Coaching can take on a number of forms from one-on-one sessions, through to group facilitation, through to shadow coaching.  Most common is one-to-one coaching where coach and client work together on goals and objectives brought to the session by an individual.  However, the range of options can be quite creative, including:
  • Group coaching/facilitation – there are often opportunities to work with groups of leaders in support of similar developmental objectives. This can be a cost-effective means of engagement and support to two or more leaders. 
  • Shadow Coaching – coaches can also be engaged in direct observation of leader activities and performance in day-to-day duties and interactions. This provides opportunity for real-time coaching support within context.
  • Transitional coaching - opportunity for individuals to effectively transition through a variety of relationship changes.
In addition to direct coaching experience, these consultants bring additional skills and experience to any coaching engagement which further informs their approach to the benefit of an individual client and organization. 
  • Senior level experience in a variety of diverse settings – there are few circumstances that they have not had similar, direct experience with. 
  • Extensive experience with Government/Not-For-Profit sector – whether as senior executive, employee, consultant or coach, they can directly relate to the challenges you, your managers and staff have faced or will face in their current or future roles. His coaching support is informed by practical experience. 
  • Diversity of practice – their coaching practice has run a full gamut of mid-level managers to CEO’s, from health care professionals to nationally-ranked athletes, from individual executives to full teams, from not-for-profit to the retail sector, and so on. They have successfully engaged with and supported a wide range of individuals in a variety of sectors and moved them forward in pursuit of their goals. 
  • A strong and long-standing commitment to the development of leadership potential throughout his career supplemented by a similar commitment to their own professional development – they remain relevant to their clients and their issues at all times. 
  • Change Management certification – certification through PROSCI (ADKAR model) in change management.  
  • LEAN Leader training and application – they brings the benefit of this approach to all his engagements.Aside from the direct benefits this methodology brings to quality improvement initiatives for an organization, there is a very decided emphasis on staff engagement and change management in this process which well complements a coach-approach to leadership development. 
  • A commitment to performance measurement and quality assurance in the coaching engagement. They enjoy the ability to work with individual clients and organizations in evaluating the tangible and intangible impact of coaching. There should be formal establishment of agreed-upon milestones, metrics and evaluations to ensure that coaching is being leveraged to effectively support overarching objectives of the organization.  Periodic, thematically-based reports/presentations can also be provided to client.  These reports would provide non-identifying data from which broader organizational initiatives or realities could be assessed.   
  • Access to full resources of Western Management Consultants – provides them with a strong infrastructure base and the opportunity to engage other expertise as required in service of his clients.
  • Independent and Objective – They have no commercial relationships or arrangements with any firms that would compromise their independence or objectivity. 
  • Confidentiality - Further to understanding the requirements and scope of deliverables, clear parameters around client confidentiality – both for organization and the individual leader – would be established at the outset of any engagement.