HDA

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HDA OVERVIEW
HDA Press

 

July 2011

HDA launches new Coaching Model

HDA has developed a strongly outcomes-focused approach to coaching and have extensive experience working with organisations to identify the most efficient and effective approach to meeting individual objectives; while also satisfying the 'bottom line' demands of the business.

We realize that it is critical for organisations to fully understand the type and structure of coaching they require and as such we are focused on clearly articulating our approach to coaching. 

During our work with clients across all sectors and via further research, we have identified 4 main types of coaching that organisations are seeking from time to time:

 

• Guru Coaching - Individually focused mentoring. A typical scenario could be:

Sandra is a CFO of a financial institution and is struggling with stress to the extent that her work is starting to suffer. The organisation wants to be supportive and help Sandra, so have arranged for Guru coaching with a stress management coach. The coach will help Sandra understand the physiological as well as psychological aspects of stress by giving directive expert input. This is in addition to the coaching to help Sandra manage her emotions and workload more effectively. The organisation won’t be talking to the coach about Sandra, they are trusting her to make the best of the opportunity and the improvement in her reported ability to cope is the measure of success.

• Open Space Coaching – Individually focused coaching. A typical scenario could be:

Philip is a highly valued senior manager at a manufacturing firm, he joined with the graduate scheme and has gradually worked his way up the organisation benefitting from all the organised development along the way. He has no performance issues or particular skill gaps but has agreed with his manager that he would benefit from working on his managerial style. The organisation has used coaches for several years and feels comfortable enough with the process and ROI to give Philip Open Space coaching. Philip will identify the specific areas for development with his coach and agree together how they address them. Philip’s manager is content to leave him to it as his engagement and self empowerment are more important than monitoring progress.

• Developmental Coaching – Business focused mentoring. A typical scenario would be:

Alex is underperforming; he has had lots of input from his manager but has not improved. There remain some specific skill deficits with regards to his communication and time management skills. Before embarking on a more formal programme of performance management, the organisation wants to see if Developmental coaching will help. The sponsor and line manager will meet with Alex and his coach and outline the issues so that everyone is clear from the outset of what changes are required and what the measures of success will be. The coach and Alex will then work together (in confidence) but will re-convene with the sponsor/line manager to review progress

• Executive Coaching – Business focused coaching. A typical scenario could be:

Maggie has identified 2 development areas which would benefit from coaching (self confidence and assertiveness) so her organisation has agreed to fund an Executive coaching programme for her. As an organisation they are new to coaching and would like definitive proof that their budget will be well spent. Maggie and the HR sponsor will initially get together with the coach to ensure they have agreed coaching objectives and pin down the ROI measures. Maggie and her manager believe she probably loses 1 in every 4 opportunity due to this issue so this is used as a benchmark figure against which to calculate the ROI of the coaching.

HDA provides coaching support across all of the above areas, at all levels, where we continue to develop a reputation for a highly successful, outcomes-focused approach to achieving coaching objectives.

 

Our competencies in this area

HDA's team includes 35 highly experienced coaches who combine the right mix of commercial astuteness and coaching competency, achieved via a range of qualifications and experience. All of our coaches are able to seamlessly merge their successful coaching techniques with a strong mentorship approach.

Our coaching programmes include access to a range of 360 degree assessments (see more here), psychometric assessment (see more here), motivational mapping and strength finding tools (see more here), which we seamlessly incorporate into our coaching programmes where appropriate.

Who we work with in this area

HDA has worked with organisations like ADP, Affinion International (ex CIMS Global), Cazenove, CFA Institute, Cognis, Comet, Department for Transport, EEF, ES Group, Fidelity, Framestore CFC, Gobeleq, Honda, Lafarge, MilkLink, MTV, Posten (the Swedish Post Office), Serco, Shopzilla, Sony Music, Southampton Solent University, The Institute of Cancer Research, Willis Group, and others, in this area. See more here.

For more information

Please contact info@hda.co.uk

 

HDA is collaborating with a number of innovative businesses to conduct further research during 2011/12 into what drivers engage ‘Generation F’, (Facebook Generation). To find out more or to participate yourself, please contact Clayton Glen, at clayton.glen@hda.co.uk, or visit www.hda.co.uk

See HDA on Twitter during 2012.

The HDA team.

 

For further information: call 08452 60 95 40 or email info@hda.co.uk

To discuss potential HDA contributions, please contact us at email: info@hda.co.uk