The toughness and loneliness of life at the top are daily realities experience by those leading and managing organisations.

Long-term vision can be eclipsed by short-term needs. Individual goals and priorities can easily become neglected and, over time, the effect can be loss of energy, under-performance, even disillusionment.

The lack of others with whom to share the burden exacerbates the problem. Venting frustrations and fear with others at work can be unsafe. At home, partners may be sympathetic but they too may be busy and stressed. The role of a talented coach is to help create new ways of thinking and behaving and to find ways of making working life more fruitful and rewarding.

The specifics of each one-to-one programme are unique to the individual. The coach lends perspective on the current situation and explores options and desired outcomes before agreeing and planning action with the client.

The coach helps the client maintain focus on their goals whilst moving forward confidently and building a resource of self-understanding that can be used to tackle new challenges as they arise.

Here are some examples where one-to-one coaching proved effective.

Enabling individuals to use their gifts and energy towards better performance...

MAXIMISING PERFORMANCE
An organisation with a global reputation was concerned about the pressures on their management team who were charged with implementing major change whilst under intense public scrutiny. They chose one-to-one coaching as a key tool for managing stress and ensuring progress.

The programme allowed each senior manager to identify strategies to maximise their own performance and to encourage better performance from their staff.

GROWING PEOPLE POWER
The brief to The Coaching House for a newly promoted board member was to help him extend his people skills to match his undoubted technical skills. Conventional management training had not had the desired effect.

With the help of his coach, the individual was able to identify his own management style and use it as a template for the future.

He also identified successful behaviours for encouraging others. Additionally, he was able to use his skills to diffuse difficult situations in his home life, which he was able to import into the workplace with good effect. The result of the 360° feedback showed a healthy level of improvement on the relevant measures.