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Executive Coaching & Mentoring

Executive coaching and mentoring is offered by Dr Richard Hale and is tailored to the needs of the cleint. 

This has proven very successful in supporting the unique needs of each senior level executive such as:

  • Managing career transition 
  • Supporting integration into new role
  • Senior team development 
  • Personal skills 
  • Strategic thinking and problem solving 
  • Strategy formulation 
  • Doctoral supervision (Professional doctorates)

This has been provided across a range of busines sectors including:

  • Finance
  • Fintech 
  • Digital 
  • Hospitality & tourism
  • Pharma
  • Civil Service 

HOW WE WORK TOGETHER

Also known as ‘psychological contracting’ it is important early on to have some discussion around how we might work together and our expectations of each other.
We should discuss, for instance:

• How often and where we can meet.
• How we communicate between meetings.
• Expectations before and after meetings.
• Preferred style of working e.g. nurturing, challenging etc.
• Confidentiality.
• Your purpose in asking for support.


VIEWS ON COACHING AND MENTORING


Richard Hale has for the past 30 years worked in the field of training, learning, organisation development and business education. This has included corporate career roles (in engineering and broadcasting) and consultancy with international corporations, governments and third sector organisations.

'I have seen many trends in these fields come and go and have noticed the emergence of specialist fields in all of these areas. Coaching is a good example - many different types of coach exist now such as life coach, career coach and performance coach. I am mainly interested as a coach in helping people to develop themselves so that they ‘become the best they can be’ and so that they enjoy their work and make a meaningful contribution to their organisation.

Some coaches are accredited by different bodies as ‘qualified coaches’. I have researched learning relationships including coaching and mentoring at doctoral level. I was intrigued to gain an understanding of what makes for a good relationship. I have concluded that the skills of coaching and mentoring are not the preserve of specialists - most job roles entail elements of coaching whether formal or informal. So as I coach or mentor you I do hope that some of the approaches I use both in style and techniques rub off on you and are of benefit for you as you support the development of others. Also I always learn myself from the coaching and mentoring that I do for others – it works both ways.'

 INFLUENCES

CARL ROGERS – HUMANIST
Carl Rogers was an American psychologist who founded the humanist approach to counselling which has been adopted by many professionals in the field of coaching and mentoring.  Rogers promoted the concept of "unconditional positive regard" i.e.accepting a person "without negative judgment of their basic worth".  The coach acts as a facilitator, establishing an atmosphere in which learners feel comfortable to consider new ideas and are not threatened by external factors.  Human beings have a natural eagerness to learn, and the most significant learning involves changing one's concept of oneself.  Coaches should listen to learners, especially to their feelings, and should pay attention to their relationship with learners.  Learners are encouraged to take responsibility for their own learning and provide much of the input for the learning
which occurs through their insights and experiences.

REG REVANS – ACTION LEARNING
Action Learning is the approach that links the learning with action through a reflective social process within small groups known as 'action learning sets'. The 'father' of Action Learning, Reg Revans, has said that there can be no learning without action and no (sober and deliberate) action without learning.

Learning can be shown by the following equation, where L is learning; P is programmed knowledge (e.g .traditional instruction) and Q is questioning insight.
L = P + Q Action Learning is ideal for finding solutions to problems that do not have a 'right' answer because the necessary questioning insight can be facilitated by people learning with and from each other.

GESTALT – ‘HERE & NOW’
Gestalt psychology focuses on how the individual functions as part of a wider ‘system’ or whole in what can seem like a chaotic world. A particular approach to personal development that interests me and which I occasionally practise is the use of the ‘Here and Now’. In coaching sessions rather than always focusing on what has happened in the past, in a different place or what might happen in
the future in a different place, this entails scanning, sensing and being aware of what is happening right here and now in the coaching discussion. Whilst this can seem quite a strange approach at first it can be powerful, exciting and energising.

 

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