We have compiled a few of our actual case examples to bring coaching to life. These brief outlines illustrate how clients’ original circumstances are transformed through coaching or mentoring. In each case, a brief description of the challenge the client/company was dealing with has been explained, along with how we dealt with this and the process we went through. The last section briefly describes some results of our work together and how the client felt about the process afterwards.
CROSS CULTURAL
THE CHALLENGE
A leading automotive company saw its profits overtaken by its rivals in the Middle East market.
THE PROCESS
- A preliminary fact-find revealed issues within the cultural make-up of the sales team which had been allowed to go unchallenged.
- Key individuals holding leadership roles within the team were identified as post holders who could benefit from coaching sessions to address the issues.
- A cultural awareness training programme was delivered to reinforce the coaching outcomes, maximise individual potential and thus the overall team’s performance.
THE RESULT
Profits returned to their previous high levels and, indeed, the team outperformed on its subsequent target.
THE FEEDBACK
A team leader said:
“We had spent too long focusing on how we each did business in our home culture rather than seeking to share best practice and learn how to utilise our different approaches to optimum effect for our shared goal. The result was we lost focus on our real objective of increasing sales. Business coaching was perfect to help us realise how our good team could be great by working together using our many and varied skills and qualities in a positive manner to ensure peak performance.”
TIME MANAGEMENT ISSUES
THE CHALLENGE
Directors at a hospital in South India found themselves under enormous pressure to deliver on new capital projects whilst fulfilling existing daily patient services.
THE PROCESS
- They sought coaching expertise to help tackle issues of time management to ensure all projects and services were delivered appropriately without incurring penalties or unnecessary medical emergencies.
- Appropriate delegation techniques were discussed and implemented with a broader scope of empowerment among the organisation’s potential ‘leaders of tomorrow’.
- Overarching objectives were broken down into a series of smaller, more achievable goals, each with challenging but realistic timescales and appropriate responsible personnel to oversee their delivery.
THE RESULT
The building was completed within the agreed timeframe and targets relating to patient care were met comfortably.
THE FEEDBACK
A director said:
“Coaching provided us with the tools to set meaningful goals which, in turn, helped us manage our time effectively. This meant we were able to focus with clarity on what was important to us as a hospital to deliver the best possible patient care.”
PROMOTION
THE CHALLENGE
An individual who felt they were being overlooked for promotion, on many occasions, by senior management.
THE PROCESS
- Through in-depth questioning, it became apparent the individual did not fully appreciate what was expected of them in order to receive promotion.
- Coaching helped the individual to work with senior management on their expectations of what was required for promotion and how they could fulfil this.
- Alongside helping the client to reach these in-house targets, we also worked on improving confidence, communication skills and ability to take the lead and show initiative.
THE RESULT
After 5 months of coaching, the client secured a promotion to a higher position within the company then they initially set out to achieve. Their salary increased by 20%.
THE FEEDBACK
“Thank you so much for helping me to see (very kindly!) where I was going wrong…I would never have got this level of clarity, understanding and confidence without going through this process. I have not only got a better job then I set out to get, but I have learned some valuable life lessons. I highly recommend you, your methods and your calm guidance.”