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Do Your Managers and Leaders Need Help to Behave Appropriately in the “New Normal”?

The importance of executive coaching

The Occupational Psychology Group (The OPG) has seen a rapidly increasing demand for executive coaching in the past few weeks because of growing concerns that leaders and managers are sometimes failing to lead or bring team members with them during the current crisis.

Poor leadership is extremely damaging at the best of times but even more so in the current climate.

The skills and behaviours of leaders and managers often need to be developed rapidly when the economy changes or when the way we work is in a period of rapid change. Quite simply, this is because people look to their leaders to lead and to provide support for employees.

Change is often needed on three separate levels:

  • At the Intrapersonal level
  • At the Interpersonal level
  • At the Organisational level

Successful leaders and managers invariably have a high level of self-awareness and a keen motivation to improve. The three areas above are especially important both during tough economic times and when the team is primarily working remotely.

  • Identify and understand the desired behaviours in the leader which are aligned with corporate values
  • Understand who the key stakeholders are – typically around 18 key stakeholders for many leaders
  • Gain confidential feedback about current behaviours – we recommend 360-degree feedback. We ask raters to identify the strengths and areas in which the participant needs to change or do better? What advice would you give this person?
  • Provide a feedback report with anonymised feedback
  • Engage with the participant to agree the behaviours which need to change whilst identifying their `blind spots’ and `hidden strengths’. This raises self-awareness and personal understanding
  • Engage with the participant’s manager to agree the plan, observing confidentiality where appropriate
  • Encourage the participant to engage openly with stakeholders to encourage mutual support for change and understanding
  • Help the participant and stakeholders to let go of the past and to move forward
  • Develop action plans in the form of personal development plans
  • Develop a follow-up review process – has the participant got better or stayed the same?

Our role is to help facilitate learning not to teach participants.

When to Engage Executive Coaching for Behavioural Change

  • As business psychologists we have worked with clients to help leaders change, but only when they care. Our assessment process identifies those who are willing to change and those who are less so. In our experience those who don’t care, cannot change.
  • It is unethical to seek to use executive coaching as a preplanned route towards letting an individual “go”
  • For the coaching exercise to be valid, the participant must be given a fair chance to change
  • The emphasis must be on the future not the past when it comes to moving forward and developing

Can we help you?

For more information call Phil Boyle on 02380 236944 or email him at pboyle@ramseyhall.com

Phil Boyle is The OPG’s Managing Director and has recruited extensively at board, senior and specialist levels for high profile charities and FTSE 100 companies.

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