OUR SERVICES
Executive Coaching / Business Coaching
Why we work in this area
- HDA has worked in this area for ten years, and has developed a strong reputation for its commercially and outcomes-focused approach to coaching business leaders, with significant behavioural development successes achieved to date
- Organisations engage us as coaches to achieve a number of objectives, including :
- for leadership/key talent development
- for leadership/high potential grooming
- to solve behavioural problems and to create behavioural opportunity
- for key talent retention
- to create effective change agents
- Our coaches regularly go head-to-head in ‘beauty parades’ with other coaches and coaching organisations, and we are usually confident that we will be successful in engaging organisations and individuals to work with us
- As experienced leadership developers, we understand when coaching is likely to be effective, and when it is unlikely to be effective, and we are well placed to advise organisations we work with of the likely outcomes of coaching with a particular individual
Our competencies in this area
- HDA’s team includes 40 highly experienced executive/business coaches who combine the right mix of commercial astuteness and coaching competency, achieved via a range of qualifications and experience
- Our coaches all have significant business experience, and they are able to seamlessly merge their successful coaching techniques with a strong mentorship approach. Based on client feedback, we believe that this complementary coaching-mentorship approach is a highly effective approach to developing leaders
- Our coaching programmes include access to a range of 360 degree assessment approaches which we seamlessly incorporate into our coaching programmes
Our approach in this area
- We see coaching as a front line business resource, hence, when we take a brief we always ensure that business objectives underpinning the need for coaching are clear. When they are not, we push back, to develop clear objectives, to the point of not taking on work which is poorly thought through from the client. This process is considered to be extremely powerful for organisations we work with
- Once an organisation has clearly articulated its coaching objectives, we ask the would-be coachee to do the same via a formal expectation-setting process
- We believe that it is essential for coach and executive to meet before the coaching assignment begins, to ensure that there is ‘chemistry’. We encourage both the coach and the senior manager to identify if this chemistry is missing, as coaching success is underpinned by solid relationships of trust.
- Once coach/coachee ‘chemistry’ is established HDA coaching programmes typically take one of the following formats:
- 3-Month, 3 or 4 meeting face-to-face programme, including between-meeting telephonic and online support (usually prefaced and concluded with 360 degree assessments)
- 6-Month, 6 or 8 meeting face-to-face programme, including between-meeting telephonic and online support (usually prefaced and concluded with 360 degree assessments)
- 3-Month, telephone-based programme (usually prefaced and concluded with 360 degree assessments)
- 6-Month, telephone-based programme (usually prefaced and concluded with 360 degree assessments)
- A number of other programme formats are applied subject to specific requirements, when customised formats are sensible.
Who we work with in this area
- HDA has recently worked with organisations like ADP, B&Q, CIMS Global, Posten (the Swedish Post Office), Comet, EEF, Shopzilla, MTV, Honda, Cognis, CFA Institute, Framestore CFC, ACAS, Hazlitts, Lafarge, The Institute of Cancer Research, Department for Transport, Comet, Accord, QinetiQ, Serco, and others, in this area. See more here.
Who to contact about our Services in this area
- Contact Melissa Nealon on +44 (0) 20 7 484 5065, or at man@hda.co.uk