© 2016 | Andrea Reibmayr
Leadership Coaching, Trust Leadership, Business Leadership Coaching
Coaching is a collaborative partnership between a coach and a willing individual, which connects at the deep personal level of beliefs, values and vision. It enables, through a process of discovery, goal setting and specific action. It is for the realization of extraordinary results. It is based in a body of knowledge, technology and a style of relating that focus on the development of human capacity. I abide by the International Coach Federation professional standards and code of ethics and all our conversations are confidential.
Coaching is not consulting, mentoring or therapy. More information on this can be found on the ICF website.
Professional coaching brings fresh perspectives on personal challenges, enhanced decision-making skills, greater interpersonal effectiveness, and increased confidence. Those who undertake coaching can also expect improvement in productivity, satisfaction with life and work, and the attainment of relevant goals. We will also look at how you can increase your awareness of how you use your energy so you can maximize potential and, therefore, unlocks latent sources of productivity.
Some of the areas you might be facing that an executive coach can help you through:
• Get commitment and build alignment among their executive team.
• Improve your business relationship with their boss.
• Implement difficult changes.
• Grow your organization.
• Improve your leadership skills as you venture into new, unfamiliar areas.
• Quickly gain knowledge about new functions (e.g., marketing, finance) where you lack experience.
• Make a transition to a new role or organization.
• Avoid burnout and balance work, family, hobbies, and health.
• Make decisions with incomplete information.
• Get clarity about organizational strategy and direction.
• Make improvements in response to negative feedback from colleagues.
Together we look at help you improve your behaviour, attitude, and effectiveness as an executive or manager. Some examples would be:
• Influence colleagues and managers without using formal authority.
• Get a better response from employees.
• Eliminate behavioral “blind spots” that are hurting performance.
• Build on talents.
• Be more assertive.
• Collaborate more effectively.
• Handle conflict appropriately.
• Improve relationships with superiors.
• Be more politically astute when recommending ideas.
• Transition to a new, unfamiliar role.