McGreevy Consulting International
The Executive Mentoring Programme
The term executive mentoring or coaching refers to a range of interventions directed at developing individuals at the highest levels of an organisation. These interventions significantly improve competitiveness by enhancing corporate and personal performance, raising standards of emotional intelligence and creating a firmer commitment to the organisation.
The approach adopted in McGreevy Consulting International has four distinctive features:
- Impact
- Challenge
- Wide ranging
- Non directive
1 Impact
By focusing on senior executives the impact of executive mentoring interventions on organisations can be maximised. The approach taken is tailored to the distinctive developmental patterns of an individual and consists of a detailed and comprehensive assessment of the individual?s unique patterns of relating to others and their habitual styles of thinking, managing and in particular adapting to change.
A number of specific coaching interventions can be applied:
- Clarification of strategic vision and leadership
- Development of communications strategies and mechanisms
- Handling complexity and ambiguity
- Management styles and people management
The enhanced self-appreciation that stems from the 1-1 mentoring process promotes greater clarity of perception, flexibility of attitude and an increased capacity to take and implement intelligent decisions.
2 Challenge
Time for reflection and exploration of ideas in an environment of trust and confidence is a key aspect of external mentoring. On its own time for reflection is not enough however to generate good performance. Challenges ? to think outside of the box, to accept realistic feedback, to explore alternatives, to move out of normal comfort zones without detriment are also needed.
Rising to these challenges is much more likely when the constraints of day-to-day management activities are removed and plans can be considered in a more controlled and leisurely way without the risk of emotional or managerial leakage. Specific actions can be explored without prejudice or premature signalling or implementation. Progressively corporate performance can be built.
3 Wide ranging
The core element of mentoring is the confidential 1-1 relationship but this is highly flexible and can be extended to include top team development strategies and leadership integration processes to ensure that entire teams are informed, involved and moving in the same direction.
Mentoring senior executives improves their skills, which in turn, can be utilised to implement more effective internal mentoring programmes.
4 Non directive
The external mentor has no axes to grind no personal agenda and is not a rival for promotion. The emphasis is client focused and on individual learning and development rather necessarily than problem solving. While the process is results orientated, the desired objectives are formulated by the client in alignment with the needs and values of the organisation.
Themes of executive mentoring
- Organisational
- Strategy
- Visioning
- Organisational development
- Organisational values and beliefs
- Enhancing corporate performance
- Team building and relationships
- Internal political systems
- Leadership development
- Career development
- Resolving conflicts and strains in an organisation
- Systems
- Technology impact
- Financial skills
- Economic issues
- Service issues
- Control and power issues
- Performance issues
Personal
- Management styles
- Leadership styles
- Relationships at work
- Lateral relationships
- Personal development
- Life balance
- Learning styles
- Career issues