Coaching is the art of facilitating the performance, learning and development of another.
Successful organisations depend upon people working effectively together. Organisations rely on their leaders and rising talent to achieve demanding goals, innovate and meet the expectations of their many stakeholders.
We see the challenge as threefold:
- Identifying your need to maximise your own potential.
- Determining how you can support your senior leaders and talent pool to raise their leadership style and performance.
- Making clear choices.
By addressing these challenges you can enhance the single most important asset in your organisation – your people.
Why Cass CCE coaching can help
We help people get clear about their own and their organisation’s ultimate goals. We then help them determine the ways in which they can achieve their goals in ways that are sustainable and lasting. We help them make clear choices.
Our coaching team
Our coaching team sits within a nonprofit centre of excellence. They really know and understand the nonprofit context. What binds them together is their commitment to the Cass CCE coaching philosophy and they bring this alive through their individual styles and approaches.
The Cass CCE Approach
While the nature and structure of the coaching engagement is personal and reflects individual needs and choices, the coaching tends to follow an arc of six sessions that run over six to eight months. Between each session there is the support of reasonable email and phone contact.
1. Diagnosis and goal definition
Prior to the process the individual has the opportunity to talk with us to identify the context and goals for the coaching and ensure that coaching is the appropriate intervention, rather than possibly mentoring or training. We will also explore the benefit to the organisation and individual in the achievement of these goals. If coaching is right, we offer the opportunity for the “coachee” to have short phone conversations with two or three coaches to determine “fit”. The choice is theirs.
2. Coaching engagement
Each session is usually one and a half hours, with one session – usually the second – being a two hour session which involves a three way conversation with the line manager or Board Chair. This is to gain their feedback and insight on the goals and outcomes. In some instances this process might be augmented by a qualitative or online 360˚ process.
3. Review, evaluation and forward action planning
Progress is tracked towards the outcomes throughout the coaching and, near the end of the engagement time is spent reviewing the progress against the goals, reflecting on the coaching process and determining on-going action plans.