Our Developmental Philosophy:
- People need to take responsibility for managing their own careers, and therefore achieve new found career control and self-reliance.
- Emerging organizations new understanding of change allows the organization to share responsibility to their people by providing resources and feedback support promoting career management.
- People want to be equipped to do more to contribute to the success of the organization.
- The career concept of “lattice” rather than the more traditional career “ladder” is a more realistic model for organizations.
- Development doesn’t always mean promotion.
Executive Coaching Map Process
The Key Contributor – High Potential Coaching Map is utilized as a “picture tool”, which will allow those being coached to view the 4-Step process more effectively. In association with the client and or primary stake-holder, we will have a candid dialogue which aspects of the coaching map are utilized to meet the objectives and goals we strive to achieve.
Testimonials
The type of projects that I worked on with Pat were specific to change, assessment, feedback, setting up individual executive coaching and also a senior management exercises that spanned the UK and US offices. The executive coaching was provided with a flexible approach to align with in-house leadership practices and the latter was a successful exercise that I believe was a first in connecting our offices in the US and UK via Pat and the Scottish Power team.
Scottish Power