HDA

Executive Coaching – Professional services and Engineering Sector

Background

In July 2007, HDA began coaching a senior executive within the professional services and engineering sector.  The overall focus of the coaching programme was to establish clear objectives for moving the executive’s career forwards, identifying opportunities for success within the organisation, or, failing this, outside of the organisation

The line manager was fully behind the coaching sessions and hoped that the programme would help to determine the best decision for the executive; a decision that would be based on good reasoning. 

The executive’s main objective was to gain clarity, certainty and comfort around the next steps of their career.

The Approach

The coaching programme consisted of 4 meetings, with telephonic support between sessions as required.  During the course of the programme the following areas were discussed and reviewed:

• Feedback from the line manager on strengths, areas for development and thoughts about career opportunities

• Review of career opportunities within the organisation – both generalist and specialist, in Ireland and in UK

• Review of 360-degree feedback

• Consideration of what an ideal role looked like based on satisfying current motivators 

• Review of what had changed within the organisation

• Review of what aspects of the current role were satisfactory, and what could have been improved (and how this could have been achieved)

• Review of willingness and motivation for change – personally and professionally

Coaching outcomes

The executive felt that the value of the coaching programme came from the opportunity to talk through concerns and ideas openly with an independent person; something that would not have been possible within the organisation, despite the support from peers and manager.

As a result of the coaching programme, the executive was visibly happier, more engaged and focused. In addition, the coaching assisted them to make some important decisions about their team resources, which in turn allowed a new focus on more strategic matters.  Over the course of the coaching sessions, the executive’s mindset changed; they developed a different perspective about their position within the organisation and the future opportunities it afforded them.

The executive was asked to complete a motivational questionnaire to identify their top 3 motivators.  This information was then used to determine what would need to change about the role in order for them to feel more motivated.  At the commencement of the programme, motivation was measured at 62% and by the end of the programme it had risen to 84%.

Client Comments     

“Through discussion with an independent advisor I could make suggestions and talk through scenarios, achieving the optimal solution and thereby feeling rejuvenated.  These sessions also allowed me to identify the factors that fall within and outside my control, thus allowing me to focus on issues that that I can directly control.

“I would fully endorse the programme and feel that it has proved a tremendous success in allowing me to refocus on the issues that were affecting my career outlook; allowing both the organisation and myself to benefit from the change in my perspective.”

For more information on any of the above or to understand how HDA can add value to your organisation through coaching,

Please contact Melissa Nealon, Client Partner & Project Manager – man@hda.co.uk / 0207 484 5065