Leadership Coaching

“The greatest enemy of knowledge is not ignorance - it is the illusion of knowledge”

Stephen Hawking - English Theoretical Physicist (1942 to 2018)

“If you always do what you always did, you will always get what you always got”

Popular saying variously attributed - Henry Ford (?) – Albert Einstein (?)

Preamble

The stage is set for 2026 to be “The Year of the Leader”

The business operating environment has become significantly more complex over the last four or five years and this trend will continue into the future. (Forbes.com)

The environment  - Why Managers need upskilling

Managers, and particularly First-Line Managers (Managers who manage Managers), and Business Owners are under serious pressure as they face new challenges each day.

Issues such as technological acceleration, economic uncertainty, hybrid work, AI and people substitution, and changed work expectations post-Covid, among others, require sophisticated responses and interventions. (Forbes.com).

These issues are broad-based and can be strategic, operational, human, and cultural in nature.

Linear Management practices (the traditional concepts of Planning, Organising, Controlling, Performance Management, etc.) are no longer enough and, particularly for First-Line Managers, additional, more sophisticated, skill sets are required. These are rightfully described as “Leadership” skills. In simple terms these additional skills sets are broadly encompassed in the concept known as “Systems Thinking”.

The reinforcement of Linear Management Skills with Systems Thinking (Leadership) Skills is becoming more urgent each day. There is a strong need to create direction, inspire commitment, and enthuse subordinates to strive for a future state that is changing in real time.

The core of the matter

I have worked with many managers over the years ranging from those with a handful of reports to those heading up diverse corporations. One of the most surprising revelations has been that virtually no two of them have had the same definitions of the key concepts of "Management" and "Leadership". While the tendency of the literature and the press to use the words interchangeably is a large part of the problem, the value of clear distinction is paramount.

Given the dire need to urgently develop managers’ ability to improve employee engagement levels, years of experience has taught me that this distinction is the cornerstone of the leadership development process.

There is no doubt that there is a distinct progression from “Manager” to “Leader” and most, (but not all), managers can make the transition with expert support. This is where I come in.

About Leadership Coaching

Coaching is a strategic partnership, and the process is highly personalised and confidential. I employ the Solution Focused Approach as a coaching methodology. This is well suited to the business environment and emphasises that the class of problems is distinct from the class of solutions. This concept facilitates and expedites lasting, positive behaviour change.

Given that Leadership is less about authority and more about influence, adaptability, and relationship management, the Manager who has low self-awareness is unlikely, without assistance, to become a good leader. My coaching package addresses this key issue, and others, and helps managers to build the essential mindset and skills necessary to inspire teams, drive results, and lead confidently in the midst of complexity.

This programme is designed for leaders who want to elevate their leadership impact and gear up for greater responsibility.

Targeted Outcomes – Benefits of Leadership Coaching

There are many benefits to Leadership development:

• Self-leadership and Awareness: understanding strengths, blind spots, and leadership style
• Personal Adaptability: leading confidently in times of change and uncertainty
• Team Leadership: motivating, delegating, and creating accountability for high performance
• Strategic thinking: moving from tactical execution to more strategic decision making
• Sustained resilience – reducing reactivity and improving strategic composure
• Influence and Communication: communicating with clarity and confidence

As a takeaway from the coaching engagement the Coachee is guided to develop a personalised Leadership Growth Plan, which defines agreed desired weekly habits, metrics, and accountability and is intended to reinforce positive change into the future.

Structure, Duration, and Pricing

The structure and duration of the coaching engagement needs to be aligned with your programme and availability. In view of this I am always open to suggestions.

Although not essential, I most often employ a three stage take-on process. Leadership Coaching is a transformative mindset change process and the Coachee needs to understand the implications while being enthusiastic and committed. The process of a deepened sense of Self-awareness can be challenging for some individuals.

A typical engagement might look like the following:

Stage 01: A “Discovery Call”

This is a short, informal meeting to ensure that there is a good fit between the parties before committing to a coaching engagement.

There are three key elements to this process: (1) to confirm that we will be able to build rapport and trust, (2) to gain some insight into the challenges to be addressed and goals to be achieved, (3) for me to briefly explain my coaching methodology, style and process. This also presents an opportunity to experience the coaching process.

DURATION: 30 Minutes

PRICING: No charge - for serious enquiries

Stage 02: Project definition

As per the Discovery Call process, suitability will now have been confirmed, and the process of Project Definition can proceed. I use an American university developed Leadership questionnaire (the STS - more information on request) and I now send the Coachee this document. Once he / she has completed the document it is sent back to me and I score it and prepare for the first coaching session. I bill the equivalent of one half-hour at this stage which must be paid before we proceed further. We then engage and develop the project objectives over the next two one-hour sessions. It is recommended that a buy-in process is completed at this stage, as necessary, depending on the Coachee’s working arrangements.

DURATION: Two one-hour sessions

PRICING: 75 GBP| 100 USD | 1,650 ZAR per hour

Stage 03: Conventional programme

Having established the Project objectives, we engage on a structured basis, typically one hour per week with a month-to-month commitment. Payment on presentation of invoice.

DURATION: Calendar month-to-month.

PRICING: 75 GBP | 100 USD | 1,650 ZAR per hour

Mike Pearton