Coaching

We see coaching as the personal movement (Dynamic) in perspective, attitude or behaviour of the leaders of today or tomorrow (Leadership) that enables them to learn new approaches to improve their levels of performance, their fulfilment of potential and their personal satisfaction (Development).

Dynamic Leadership Development’s core philosophies regarding successful business and executive coaching are:

  • Focusing on continued improvement and maximising of the potential of the client.
  • Increasing the self-awareness of the client to create the spark and desire for change.
  • Enhancing the belief of the client that “I can” and helping build their self-efficacy.
  • Ensuring the company or organisation funding the coaching is an appropriate stakeholder in the process.
  • Taking a systems perspective so that there is constant consideration of the “ecosystem” that the client is part of.
  • Challenging the client in an honest yet respectful way.
  • Providing unconditional positive regard for the client.

Dynamic Leadership Development offers fully customised solutions as well as a range of individual Coaching and Team Coaching packages.


 

Individual Coaching

Our typical coaching process involves a 90 minute to 2 hour coaching session once a month for between 6 to 12 months.

Sessions often cover two to three topics, as well as following up on actions from the previous session and discussing what is happening in the “real world” between sessions.

Our sessions may also involve discussions based on articles or books that are given as “homework” to the client.

The first session of any coaching engagement will focus on defining with the client what success will look like for them when the coaching is over and what is the current state that they are starting from.

Current state is often assessed through a 360 survey or some form of objective feedback on the client, and this information provides a baseline for the engagement.

The sessions can take place in the client’s premises, in an agreed neutral venue or by phone. The first session is always face to face to assist in building rapport and connection.


 

Team Coaching

Existing Teams

Delivering high performance as a team can be hindered by a range of issues, the most common being:

  • Lack of trust between team members
  • Fear of conflict
  • Pursuit of individual agendas and motives
  • Rivalries
  • Lack of commitment to team success
  • Poor communication
  • Lack of confidence in the leader
  • Avoidance of accountability
  • No focus on measuring team results

In working with teams to address barriers limiting their performance, Dynamic Leadership Development follows a five step Team Coaching process

  1. Diagnosis via 1 to 1 with each member of the team to gather data
  2. Feedback report on 1 to 1 meetings with recommendations
  3. Design of Team Workshop based on feedback
  4. Team Workshop
  5. Follow - up

 

New Teams

Jon Katzenbach has defined a high performing team as “A small number of people with complementary skills who are committed to a common purpose, performance goals and approach, for which they hold themselves mutually accountable.”

Team coaching helps a group of individuals become a high performance team by:

Creating a safe environment for the team to explore the team dynamics and personal relationships within the team, hence building open and honest interactions and allowing productive conflict and engagement.

  • Creating alignment around a shared vision and purpose for the team.
  • Ensuring responsibility and accountability remains as “I” and “we” as opposed to “you” or “them” and team ground rules are respected.
  • Clarifying performance goals, milestones and measures that drive better performance and team success and keeping focus on these goals.
  • Raising awareness of the different skills, strengths and personalities within the team and helping the team to leverage these differences.

The above are achieved through the coach helping the team raise its’ awareness and its’ emotional intelligence through activities, questions, reflection and honest dialogue.

These attributes are never more crucial than when a team is new and is going through the forming and storming stages.

See the attached pdf of Dynamic Leadership Development’s process for coaching new teams