Many managers are appointed to their new position with insufficient training or a lack of expertise to do their job. They are chucked into the deep end and have to sink or swim.
This can be an extremely stressful time, when a supportive and experienced coach could make all the difference to that manager fulfilling their potential.
Contrast this situation to the launch of a new product or service which would not be released until the company were happy that it was fit for purpose, often after heavy investment in research, marketing and sales.
If you can get your managers motivating and realising the full potential of their teams this will have a huge impact on the bottom line. The hidden costs of a demotivated and underperforming team can be considerable, but precisely because they are hidden, they may not show up in conventional reporting and assessment systems..
Similarly, people don’t just become great managers overnight and then continue to perform at their highest level from this day onwards. As individuals, we are all subject to life getting in the way and affecting our performance at work. An experienced coach can offer a secure, supportive and non-judgemental environment in which the experienced manager can deal with the issues that might be holding them back and work progressively towards their goals.
Dennis Sandford Associates are delighted to announce our new Developing Potential programme. This programme is designed to maximise the corporate return on your investment in your team.
Developing Potential
- Called our NEURO programme reflecting its coaching content using various Neuro Linguistic Programming techniques
- Dedicated company days pre-booked include 1-2-1 coaching slots for between 4 and 5 coaching clients resulting in a 25% saving in normal coaching fees
- Ideal for those who wish to develop the potential of their staff within a coaching environment
- Coaching carried out by accredited coaches with over 20 years experience of working at board level in £100m plus businesses
Especially suitable for:-
- N – New managers in post, wishing to explore potential and develop skills within a safe coaching environment
- E – Executives at Board Level wishing to improve their leadership skills, set and achieve stretching goals and find the most effective means of getting the best out of their teams
- U – Underachievers, the greatest hidden cost to business today, those whose true talents are not being seen but who can develop and improve with the right coaching support.
- R – Reflectors- Those who wish to reflect on management style, corporate and personal goals, relationships and the factors which are motivational or holding them back.
- O – Overcomers, those who are facing difficult business or personal challenges ( work or domestic related stress, relationship issues, low confidence/self esteem etc.) and who need a safe and supportive environment in which to explore and overcome these problems.
We will ask the right questions to help the manager analyse their own performance and set standards which they would like to achieve. Managers then develop an awareness of the need and desire to improve their performance and change the ways in which they have been doing things.
Personal Learning and Development Plans are the most effective tools to ensure that these learnings are captured. Then progress is made towards well-thought out goals and the manager or team member is motivated to change and develop as a more rounded individual and a more effective and dynamic contributor to the corporate goals.
Coaching is a more effective intervention than on the job guidance and advice because:
- The individual can improve within a non-judgemental environment
- The coaching programme is carried out over a regular time frame and is progressive
- It concentrates on attitudes and habits whereas traditional training is knowledge and skills based
- If attitudes and habits are not addressed, knowledge and skills acquisition will be ineffective
To find out more, please email John Dennis on john@dennissandford.com or call: 01865 774622.
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