It is an excellent navigation tool for leaders/ managers and general staff who are trying to make sense of the constant changes which dominate their business, community and life.

Generally, we focus in on areas such as:

• Strengthening leadership gaps (including competency gaps, attitude gaps, thinking or mental infrastructure gaps) identified in Learning and Development Plans.
• Leading the implementation and review the current strategic and operational plans within the organisation to ensure integration and achievement of objectives.
• Developing interpersonal skills to improve management skills and engaging clients better through trust relationships.
• Accelerating and achieving KPI's to improve productivity and performance.
• Improving communication to increase the relationship capital between staff and teams.
• Tackling workplace inefficiencies, due to team communication and staff differences.
• Working more productively and cooperatively with direct reports, co-workers and teams implementing new strategies.
• Enhancing the individual performance by integrating personal leadership and corporate leadership and activating personal change to enhance their day to day management of self and their team.
• Leading organizational and cultural change due to policy change, and Govt. requirements.
• Preparing leaders and managers to maximise 'buy in' during times of change and uncertainty.
• Working with senior executives and managers who are building new teams and implementing new strategies.
• Developing a fully integrated HR Strategic Plan.

We also provide coaching in a range of other areas. These include:

• managing stress and stress reduction
• conflict management
• people skills
• personal leadership
• self-control
• pro-activity
• time management
• managing self better
• aligning personal goals to business goals
• work/life balance
• team building
• strategic thinking
• strategic planning
• career development
• finding meaning in the workplace

What is the Value of Executive and Workplace Coaching?

The advantage of regular conversations with a professional coach, about real workplace issues, means that behavioural change is possible for the participant in a realistic time frame. Executive coaches work in real time with individuals, on real challenges, real needs with realistic results.

For many, positive results are experienced immediately through paradigm shifts and within the first thirty days through habit development over an agreed coaching calendar period.Concrete and lasting transformation is normally evidenced through a commitment to a full 6 to 12 months time frame and is also dependent on a number of variables including the frequency and the coaching relationship chemistry and dynamics.

In general terms, coaching has a capacity to:

• Revitalise executives and their organizations, and directly impact frontline and bottom line performance.
• Lead to behavioural and attitudinal transformation, because it is an intense process that demands commitment from both the coach and the participant.
• Give rise to personal discovery and can assist participants to define and achieve professional and personal goals, faster and with more ease than would be otherwise possible.

Organizations today face constant change. Executive coaching and workplace coaching can be invaluable to the overall vitality and stability of workplaces and the individuals affected by changes.There is increasing evidence to suggest that workplace coaching will revitalize teams and individuals and enhance performance.

Coaching provides a very significant return on investment through improved productivity and clearer communications and most clients get increased benefits from other aspects of their life.

The growing body of evidence indicates that executives and managers at all levels benefit from personalised one-on-one coaching to improve performance, clarify issues, identify conflicting agendas and to resolve impediments to peak performance. Why? Because coaches often see what their clients can't. They are also able to drill down to the pragmatic needs of executives and managers and to leverage behavioural change in real time.

It is the action learning aspect of coaching that differentiates it from other forms of training and what makes it usually much more effective than the process of "sending people to courses."

What Outcomes Can you Expect from the Coaching Process?

On-Purpose Partners' Coaching Process is outcomes driven, relationship focused and self-directed.Our aim is to maximise each participant's capacity for self-understanding, building constructive relationships and planning their strategic future, within the context of organisational/ business objectives purpose and objectives.

On-Purpose Partners' coaching provides support, a sounding board and opportunity for analytical reflection of day to day tasks, decisions, and relationships. Conversations are directed by the participant's needs and aspirations.

While the outcomes would be directly related to the strategic and professional leadership of the organization and individual executives and managers, it would also be expected that both short and long term goals would be addressed in the coaching process.

How Do We Engage With Your Organisation?

Before any coaching can take place, On-Purpose Partners would need to meet with appropriate personnel from your organisation so that we could better understand your needs, the context in which you operate including your strategic plan and the needs of your staff.This may result in some testing and measurement processes.

We would also like to discuss with you whether you require external coaches or if you want to establish an internal coaching culture. We have trained staff to meet the former and Coach Training Programs to train and develop your own coaches. We also offer organisations a Coach Training Program for Managers/Leaders.

Click here to view details of our Developing Managers as Coaches Training Program

How Does the Coaching Program Work?

Step 1. – Initial Meeting and Assessment

• Meet individually those who are open to or who are targeted for coaching to discuss aspirations, goals and needs and to better understand the context in which they are working.
• Assess readiness for coaching; which, as well as information above, may also include personality assessment tools, 360-degree feedback data, and a questionnaire.
• Discuss any concerns and potential barriers to the coaching process.
• Make recommendations in relation to suitability and style. There must be mutual attraction, mutual benefits and mutual accountability.
• Develop and sign a contract/agreement.

Step 2 – Initial Coaching Conversation

• Meet with client to create a development plan in terms of measurable outcomes and progress.
• Set specific personal and business objectives around nominated issues.
• Agree on a timetable and establish commitment to coaching sessions.
• Understand that energy for coaching must come from the individual while guidance, reflection and materials must come from the coach.

Step 3 - Implementation

• The coaching sessions would be one-on-one with personnel who are open to working with a coach.
• The duration of each session would be 60-90 mins face-to-face, by phone/skype or web cam fortnightly/monthly.
• A scheduled phone call would also take place the fortnight between sessions.
• There is an expectation that agreed action plans are followed up between sessions.
• The coaching period would normally take place over 6-12 months.
• There would be clear outcomes agreed upon and action plans devised.Recording and feedback processes would be set up to ensure ongoing accountability from both parties.

Step 4 – Evaluation

This may include:

• Session evaluations.
• Reflective diaries based on action plans and insights gained.
• Pre and post questionnaires to measure change over time.
• Anecdotal evidence from peers.
• A final report based on the measures of progress established in the developmental coaching plan. What is provided back to the organization must be agreed to by the individual.


What is our Coaching/Learning Model?

Our coaching/learning model is based on an action learning philosophy, reflects the basic principles of coaching is client centred, self-directed, solution focussed, systematic, developmental, produces real change over time, provides for positive feedback and is underpinned by developing relationships.