Re-finding Your Mojo

 You are:
Feeling stuck, not clear on what is next in your career, aware that you are not bringing 100% to your role.

You want:
To get excited about your career again
Get back to a “career best” feeling
Spread your re-found energy to your team and peers.

We focus on:

• Identifying and building on your strengths and passions and organizational success factors so that you can identify your career sweet spot and what is currently missing.
• Identify the support and needs you have so that you can create the environment to play to your strengths.

The package consists of:

• Detailed 360 report based on The Extraordinary Leader survey to get feedback on your strengths and the needs of the organisation
• The Birkman Survey to identify your needs, interests and your unproductive behaviours when your needs are not met.
• Your Personal Success Plan highlighting your personal vision,values,passions and strengths as well as a number of specific measureable development activities.
• A total of nine 2 hour coaching sessions for a total of 9 months. The first two sessions are face to face and all remaining sessions can be either face to face or by phone.
• A copy of “Mojo” by Marshall Goldsmith as reference material for our coaching sessions.
• Discussion of the article “Managing Oneself” by Peter Drucker

Case Study:

Joe was an individual contributor in a sales organisation. He was performing, but his boss believed Joe was not performing to his potential. Discussions about career advancement usually ended with Joe saying he did not want to progress any further as he was already too busy in the current role.. Joe’s boss was frustrated that Joe was not stepping up to the next level, the customers were getting frustrated as while Joe was performing, it was at a very tactical level and Joe was also frustrated.

Coaching themes:

My initial discussion with Joe not getting anywhere until I discovered he was a very keen football player. I got Joe to describe how he was on the pitch with his team mates – words like ‘leader’, ‘focused’, ‘committed' came out. I then asked Joe to describe one of the people on the soccer team who was not performing -  he described them as a headless chicken, someone who was “busy but in the tough matches went missing”

This awareness that Joe might be perceived as that headless chicken in the organisation unlocked a number of key themes for our work together including;

• The difference between being busy and being effective
• Getting feedback from peers and customers on how Joe was perceived and comparing that to how he wanted to be seen in the organisation
• Being more proactive in the work Joe did
• Exploding the concept that management roles where just about politics.
• Building a support network in the company of mentors and trusted advisors across the global organisation

Results:

The impact of having Joe state in words and then in writing how he wanted to be perceived in the organisation had an immediate impact. Joe started to create an extended network across the organisation, actively worked to be more proactive with his customers and to meet them more regularly and began to push back on work that was too tactical for his role.

Within six months of the coaching Joe got promoted to a manager grade and is continuing to gain a reputation among the senior leadership for his strategic perspective and his focus on the customer.