Executive Coaching

Non-Directive Coaching – What is it?

At its simplest level, Coaching can be explained by the formula

Potential – Interference = Performance
- Gallwey T. The Inner game of Golf

Coaching is fundamentally about enabling the individual identify and effectively remove “the interference” which affects their performance. Interference can show up in a number of different guises, including misplaced assumptions and beliefs, unhelpful thinking and behavioural patterns.

Coaching supports individuals get to the heart of the matter quickly through focussed conversations.  It helps the individual become much more aware of who they really are, how they operate at work, and what makes them more effective. Coaching is about Learning about yourself and your communications with other people, and it is also about taking the Action required to enable new thinking, new habits and more helpful attitudes to emerge and take root.

Executive Coaching for Leadership and Performance

Executive coaching is now recognised as one of the most effective ways of developing people’s competence and performance within the workplace. A recent survey by the CIPD found that over 80% of ­UK companies use coaching as part of their people development strategy.

“Coaching is the art of facilitating the learning, development and performance of another”. - Downey M. Coaching for Performance

Properly structured, with clear goals and outcomes agreed at the outset, and with the right coach for the individual’s requirements, the coaching experience can be truly transformational. The impact on personal performance has a ripple effect on the individual’s peers and direct reports, resulting in improved results for the organisation.


Our Focus Areas

We focus on five key areas:

Director and Board level Coaching

People engaged at this level experience high expectations and pressure, both externally and internally. They need to be very competent in a number of key areas, be highly resilient individuals, who can respond to challenging situations, and have a really positive personal impact. Operating at this level can be extremely challenging, not least because of the assumption they need little support themselves. It can be a lonely experience, so the opportunity to work with a professional coach with appropriate calibre¸ can make a huge difference to the effectiveness of individuals at this level.

Coaching for female leaders

Despite the advances made by women in the career place, the fact is that despite the ever increasing numbers of women entering the workplace, their numbers are not reflected in the numbers of senior level appointments made.

The challenges faced by women especially in taking on senior roles are varied and complex, so supporting these women transition into leadership roles will provide invaluable support as they establish themselves and their own personal style of leadership.

First 100 days in a new leadership role

The first 100 days in any management role are key. There is a steep learning curve and the individual is expected to engage almost immediately with the requirements of the role, whilst establishing themselves within their supporting staff team. Coaching is specifically geared towards supporting the individual become comfortable and confident in the role, whilst hitting the ground running.

Transitional Coaching

This coaching is aimed at individuals who are undertaking a lead in organisational change initiatives. The ability to have in-depth individual coaching with someone they trust and with whom they can reflect on their challenges and successes en-route is invaluable.

Personal Branding Coaching

This is specifically aimed at leaders who want to develop their personal impact and brand within the organisation they work in. This involves supporting the individual in exploring their communication and presentation style with an emphasis on developing a style and brand which reflects their own authentic self, their signature presence, but one which is powerful and effective.


Our Approach

The basis of the coaching may start with gaining an in-depth understanding of the issues the individual(s) and engaging organisation wants to work with.

180 and 360 degree feedback review

Alternatively the process can start with the completion of either a bespoke 180 or 360 degree review of the individual’s performance. This can provide the individual with some clear feedback on key strengths and areas for further development. emintell can provide this as a service as part of the coaching assignment, or can provide the coaching element on it’s own.

Shadow Coaching

As well as individual coaching, the assignment may include a period of shadow coaching. As the name suggests, this involves the coach being in the presence of the coachee at meetings and presentations, so that the coach can gather first hand information about developmental areas of concern.

Process of Engagement

As a professional coaching organisation that adheres to the EMCC’s (European Mentoring and Coaching Council’s) code of ethics, it is important that any engagement covers all the essential aspects of a professional and ethical contracting process. This is the process we adhere to:

  • An initial chemistry session with proposed coachee can be arranged         to ensure a “best fit”, where required as a first step.
  • An initial 3 way contracting conversation with the engaging client and proposed coachee to understand and agree the desired coaching objectives and outcomes, discuss confidentiality and ethics, the proposed method of evaluation, costs and duration.
  • Assuming agreement is reached in all the key areas, a written engagement contract is entered into. The contract of engagement must be signed and exchanged before coaching can commence.
  • Coaching commences for an agreed period of time, but usually for a minimum of 6 months extending to up to 12 months, and beyond, if required.
  • Regular, midpoint and final evaluation of progress against agreed outcomes
  • Reflection on progress made and formal close of the coaching engagement.

 Non-directive approach

Emintell coaches work from a non-directive stance. This means we believe wholeheartedly in the individual’s ability to identify and develop the optimum solutions for their particular challenges. Our role as professional executive coaches is to follow the individual’s interest, hold their agenda and provide incisive and intelligent levels of listening and questioning which will provide the individual with the confidential space to explore their own deeply held values, beliefs and resulting behaviours.

Qualifications and Accreditations

Emintell coaches are qualified at a high level, and are members of the EMCC (European mentoring and coaching council) which is one of the main bodies responsible for the standards and emerging regulation of the coaching profession. We undergo regular supervision with experienced coach supervisors. All coaches also take part in on-going continuous professional development as this ensures that the coaching delivered is always of the highest quality and integrity.


Benefits of Executive Coaching

Benefits of Non-Directive Executive Coaching

  • Increases self-awareness
  • Produces significant improvements in performance
  • Generates positive changes in attitudes and behaviour
  • Improves levels of emotional intelligence
  • Improves communications with colleagues
  • Generates increased focus on outcomes
  • Increases engagement level at work
  • Enables authentic accountability and responsibility
  • Enables effective leadership