All the individuals in the programme were nominated through the organisation's talent management process. Each participant established personal coaching goals (at an individual, team and business level) at the outset of the programme. So each person was able to make the programme relevant to their own personal development as well as their operational requirements.
The modules explored what it means to involve, engage and empower teams, including developing each participant's personal coaching skills
We worked with groups of leaders in the business on three coaching modules over a six-month period. It meant that participants had the opportunity to learn and practice new skills and had the time to reflect on what they were learning as well as using it in their day-to-day work.
Aside from the group work, we worked individually with everyone before, during and after the programme to help put their leadership and learning into practice.
On top of this, the groups worked with each other during and between modules to practice coaching techniques, receive feedback, work on specific business issues and share what they were learning with others on the programme.
We used a variety of different models and tools during the programme to bring out the best in the teams; a variety of coaching models (including GROW), NLP tools and techniques, situational leadership and psychometric testing.