Coaching Applications - Coaching to Develop Specific Skills

Coaching to Develop Specific Skills

We work with people to develop skills for a specific task or to improve overall effectiveness. A valuable person may need development to address particular issues and challenges.

Examples are:

  • Interpersonal relationships
  • Personal organisation, time management, work/life balance
  • Conducting effective performance reviews
  • Technically competent managers need to improve people skills
  • Functioning at a more strategic, longer term level rather than the day-to-day operational level

We work with the client and often their sponsor or manager to identify the areas they want to develop. To help find out where they are now, we use a 360 degree survey to assess strengths and development areas. Other tools identify personality preferences, values, motivations, relationship preferences or time management skills. The client completes a thought-provoking questionnaire. From the tools and discussions we set the goals for the development journey. The coaching program is typically seven to 12 sessions and runs over four to seven months.

Learn more about 360 Degree Feedback Surveys and other useful tools
Learn more about How Coaching Works

Why Work with Linda McDonald

Linda has more than 10 years experience coaching leaders and executives for a wide range of issues and applications. She has used 3600 and other questionnaires extensively over her career. Her experience and empathy ensure that she quickly develops a rapport with her clients and maximises the benefit of the coaching program.

Click here to learn more about Linda McDonald

You can contact Linda for an obligation free discussion about developing specific skills through coaching on 02 9416 1576 or visit the contact page.
 

Case Study

Client: Sales Director of the Australian subsidiary of a global organisation.

Background: The client had a history of poor interpersonal relationships with his peers and other employees. While he was supportive and protective of his direct reports, his style was autocratic.

Process: The client was one of eight members of the management team to undertake a 360 degree feedback survey and prepare a development plan from the results. As well as the findings from this survey, the client’s manager provided input to framing goals for the coaching program. During each session, the client agreed to carry out specific actions that would help him meet the goals we set. At the end of the 12 month period, the 360 degree survey was repeated.

Outcomes: Within a few weeks our client was receiving positive feedback about the changes in his behaviour; he got more cooperation from everyone. The results of the 360 degree survey were considerably better and were a graphic measure of his change in behaviour.

 

 
 
 
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