FAQS

We offer two main services specifically designed to support organisational leadership and teams, during this period.

• Focussed expert-led webinars on resilience and wellbeing for groups of people and teams – Renew & Grow
• Master level Leadership Coaching Programme, – Ground, Clarify & Innovate.

1. Resilience – Renew & Grow Programme

This is a programme of virtual workshops supporting organisational groups and teams, understand, maintain and grow their resilience, mindset and psychological wellbeing as they make the adjustment back to full working capacity. A key objective is to help participants understand the neuroscience behind stress and anxiety, feelings of isolation and reduced levels of motivation and purpose.   Helping people understand the range of emotions how they work and how we can respond to them is a core part of the workshops. A good understanding and insight into why they are thinking, feeling, and behaving they way they do currently can have a big impact on helping people normalise their reactions, i.e. – it is perfectly normal to have such a wide range of emotions feelings and thoughts during a crisis period, which in return helps to reduce the pressure and some of the more difficult emotions and feelings. We tailor the content of the virtual workshop to include proven techniques and approaches that are most relevant for the particular group of individuals or teams, during the adjustment period.Importantly the programme also addresses the adjustment period back to work and then the period acclimatising to returning to full working capacity and performance.

Personal and Team Resilience options

We have two Optimal resilience models we use,  which forms the framework for the “renew and grow” programmes, one for personal resilience and the other specifically for teams. Follow up virtual check-ins after the delivery of the main workshops, enable individuals and teams, check in with the expert facilitator coach and engage openly and honestly about the progress they are making in integrating some new approaches, dealing with setbacks and any re-curring themes in connection with adjusting to the new normal working pattern.

One to One individual Coaching

The virtual workshops can be supplemented by one to one focussed coaching with individuals within he group or team, where and when required. As much as possible, we endeavour to offer a “Just in time” approach to our coaching services currently. Most sessions can be booked for delivery within a 48-hour period currently, but terms and conditions to apply to this provision. Please check with Emintell regarding this.

Resilience Renew and Grow Programme – Duration

The virtual workshops are of 90 minutes duration each enabling sharp focus and engagement to be maintained. They are immersive and blended with a series of practical, relevant and engaging activities that help bring this important topic to life. If you are interested in finding out more about this high-level programme, do connect or contact us.

2. A master level leadership coaching programme

For senior leaders and your senior team’s focussed on supporting clarity and innovation in response to the impacts of the pandemic on your organisation or business.

Ground, Clarify & Innovate – Leadership Coaching for senior leaders & senior teams

The coaching programme is specifically aimed at supporting senior leaders engage in a series of deep, meaningful and high-value conversations with a master level coach (or number of coaches where a  leadership team is involved) The leadership coach, as an external stakeholder to the system offers the rare opportunity of enabling a fresh objective insight and deep enquiry and challenge into these important conversations.

The objectives of the leadership Coaching programme are to:

• Support the chief officer, senior leader either individually or with their most senior colleagues engage in sense making and core meaning on the impact of the current crisis on the extended system in which they operate. It offers an invaluable opportunity for senior leaders and leadership team step back from the fray, and gain a much clearer perspective, of has happened and to have meaningful conversations about what is possible for the business and organisation in the future.
• To gain a much clearer and rounded perspective on the challenges and the opportunities, both the immediate pressing ones and those that will inevitably arise as they continue to navigate their business safely to a different future, potentially with a revised or new purpose, vision and strategy.
• To consider how they are showing up as a leader and leadership team, to acknowledge and explore the impacts of the crisis on them personally and collectively as a team. To discuss openly the lessons learned during this period. How they might integrate these into the team in a way which improves psychological safety, trust and performance.

Systemic lens

An important part of emintell’s coaching approach is offering the senior leader and his or her senior team a deep and wide systemic lens trained on the organisation as it is now. This systemic lens combined with expert level non-directive coaching supports the highest quality individual and collective thinking in continual exploring, innovating, shaping and testing of ideas, strategies and decisions, as you continue to adapt and co-create a fresh or revised vision, purpose and strategy for the future sustainability of the business.

These quality coaching conversations, because of current restrictions, take place virtually over a secure encrypted platform, to ensure strict confidentially of the conversations.

Each business and organisation is unique in the type and level of leadership Coaching or other leadership development service required, and pricing is based on each individual case. If you have a specific enquiry please do contact us and we will be happy to provide a quotation by return, within 1 working day for a straightforward requirement and within five working days for more complex requirements.

We can deliver all our coaching services, both for individuals, groups and small teams virtually, all using a secure platform, MS Teams. We can facilitate organisational meetings virtually. Additionally, we can deliver all our Optimal resilience and wellbeing workshops via webinar. We are working on making all our core leadership programmes, our Conscious Leadership Development and Go-Ahead Women’s Development programme available for virtual consumption and delivery. If you have a current specific requirement that you want us to deliver, please connect or contact us .

Conscious leaders recognise their own responsibility to people who work in the organisation. They also recognise that they are just one part of the system and openly encourage collaboration and creativity at all levels within the workforce. They create environments of high psychological safety where people can admit mistakes and failings, knowing that this this contributes to an environment of continual learning, high levels of trust and full engagement.

They are easily able to take a systemic and holistic view of the organisation and can connect it’s purpose to a higher level and for greater impact on it’s customers and other potential stakeholders. They are authentic leaders who are at peace with who they are, and fully present to those around them. In other words they are fully conscious, well-adjusted and “awake” individuals

By contrast “unconscious leaders” tend to have lower levels of emotional intelligence and are not particularly concerned about their impact on others. Highly results-driven, they are likely to be less concerned or focussed on what is really happening in terms of morale or engagement in the people around them. Unconscious leaders attend to be ego-driven and can act defensively when their opinion or decisions are challenged.

The above descriptions are marked examples of the differences between conscious and unconscious leaders. Individuals will vary along the spectrum as to how consciously or unconsciously they lead. At any one time, leaders will be operating either above the line, in conscious mode or below the line in unconscious mode.

Figure 1 copyright Dethmer, Chapman & Klemp

Conscious leadership is based upon having the highest possible emotional intelligence and self-awareness. To be a truly world class leader, you must fully understand your own persona:

• Your strengths, vulnerabilities, and your areas for development
• Your natural preferences and embedded attitudes, which shape your response to everything around you
• How you behave and communicate
• Your ability to be personally accountable for what you do
• Your aptitude for mindfulness, empathy and compassion, both for yourself and others
• How you are perceived by others, and the impact this has on them

Stage One – Chemistry

Coaching starts with an initial chemistry meeting (face to face is recommended for this stage) to assess whether the coach and coaching client can develop an effective relationship quickly. From the client’s perspective, this can be determined by a range of factors such as credibility, proposed approach, gender, background, communication style and personality.  Above all else it is the coach’s presence and personal impact on the client which ought to be the deciding factor in helping the  client decide if the coach is the right person to work with. Likeability is actually less important than most people assume.  It is much more about whether you can develop rapport, real trust and confidence in the coach and their abilities to give you the outcomes most desired by you and your organisation.

The same holds true for the professional coach. As professional coaches, we must decide we can be of real use and benefit to the client. If we genuinely don’t think we are the right coach for you, we will be honest and suggest either another member of our team or our network of expert and experienced coaching colleagues.

Further conversations with the HR sponsor to understand the HR/L&D context, and expectation will be required at this point before a formal contract for services is entered into.

Stage Two – Contracting stage

As well as psychological contracting which will have started at Stage One, this is where the contract for services will be agreed, signed and exchanged, and also where the contracting with various organisational stakeholders takes place.

In almost all cases, we highly recommend having a 3 or 4 way contracting process. This is where the coaching client, the coach, the HR sponsor and/or the individual’s direct line manger or other pertinent stakeholder will explore and discuss and agree:

• Background and context in more detail
• Expectations and desired outcomes of the coaching client
• Alignment with organisational objectives
• Agree and set mutual expectations , roles, responsibilities and agreed behaviours
• Confidentiality themes and method of reporting on progress
• Measurements of progress/ ROI

Essentially the meeting takes place with the coaching client, HR sponsor, and or manager. At this point, the coach is in the background, letting the conversation take place, but providing the necessary checks and balances when required. Assuming all parties to this are in agreement and have clarity pertaining to key factors as above, coaching can commence properly immediately after that point.

Stage 3 – Coaching Delivery

We’re fully flexible about how we deliver the coaching – via virtual options, face-to-face, or in an open-air environment, sitting in one place or walking, weather permitting. What is important that the coaching takes place in an environment in which both parties can be fully present and focus on what is unfolding during the sessions. Our wrap-around focus means that we ensure regular communication in between sessions, to ensure a much deeper coaching experience.

To gain a view of how a leader is perceived by those around him or her, it can be useful to conduct conversations with a range of stakeholders either via a short series of focussed questions or through a more formal 180 or 360 degree feedback process. This can provide some clear feedback on key strengths and areas for further development. Other types of profiling may be considered, depending on individual requirement, including strengths inventory, emotional intelligence, Hogan leadership profile. This is not an exhaustive list, just a good sample of the range of profile techniques available.

How long the coaching lasts will depend on the individual, the diversity of their requirements and their rate of progress. As master level coaches, we find that we can support our clients to get the outcomes they want in as few as three sessions. However this varies very much and the majority of coaching programmes are for a minimum of four ninety minutes sessions, with wraparound support as part of this.

Our coaching can form part of a wider range of support, incorporating a number of our other services listed below.

“Coaching has made a fundamental difference to my performance at work. I have changed my perspective in a number of key areas, am clearer about who I am, and this has benefited me enormously as I transition into this senior role”.
Senior public sector client

Stage 4 – Coaching Evaluation and Close

Continual monitoring of progress and how the client is experiencing the coaching will be part of the on-going coaching programme. Depending on the programme length, there will be a more formal review phase integrated into the coaching at the mid-way point. There will be a final closing review including the original 3 or 4 contracting parties. Again the coach will largely take a background role. They are there to facilitate the meeting, and ensure it is kept on track and intervene if any party behaves in a way which is not appropriate or unhelpful. Assuming that both the client and the organisational client are happy with the outcomes, the closing phase will include developing a sustainability plan with the client. How will they deal with setbacks to their continuing development plans? What resources can they access to support them on an on-going basis?

Our approach is informed by a wide range of conscious leadership and other practices, emotional intelligence, compassion, personal responsibility, mindfulness, vulnerability and courage to name a few. These are all aimed at developing high levels of self-awareness, awareness of others and personal responsibility and impact.

We are also informed by a wide range of leadership principles, models and research. Within our team coaching approach, we integrate principles and techniques from leadership development and coaching experts, including Patrick Lencioni on the five dysfunctions of teams, Peter Hawkins on Team coaching, Simon Sinek on purpose, and John Whittington on systemic coaching and constellations.

We’re also constantly inspired by our hundreds of leadership clients past and present, who challenge and support our own thinking. They keep teaching us about the innate capability of every human to develop both their self-leadership and leadership of others, in a way which is fully present, authentic and highly effective.