Some of these more challenging issues can creep their way into your team’s workflow – damaging productivity and team success. These issues can sometimes act like a virus, going undetected until it’s too late and you experience your team performance crumble before your eyes.

A team coach gives teams the tools to identify and work through these issues before they become a bigger problem.

So what are the early signs that your team needs team coaching?

Your team isn’t hitting targets

A team is greater than the sum of its parts. While it’s a bit of a cliché, this statement couldn’t be truer when it comes to high performing teams. While individual talent is one of the key ingredients for driving company results, it doesn’t necessarily translate to the team hitting important workplace targets.

Team success relies entirely on effective collaboration. Take sport for example. An outstanding soccer player would not be able to succeed without the help from their team. A team coach can help teams overcome difficulties so that they can collaborate more effectively, work more productively and reach their targets.

There’s a communication breakdown in your team

It happens in all workplaces. People have different communication styles, some of which don’t blend easily together. This doesn’t mean certain members of your team are doomed to work in confinement. This simply will not work.

For a team to work at optimum performance, there needs to be clear and distinct lines of communication between every member of the team. Think of these lines of communication like electricity lines in a power grid. If lines are missing between members of your team, certain people will be left in the dark. Lack of effective communication can lead to misunderstandings and frustration among your team members. It can inhibit productivity, hamper morale and damage your overall team performance.

Team coaching helps teams communicate directly and efficiently so that teammates can work better together and improve team results.

There is a feedback gap

Constructive feedback is one of the most important tools that individuals and teams can use to work through challenges and improve results. While this is true, a really common workplace issue is the absence of regular feedback among teams – both positive and constructive. Feedback is best given frequently and to every member of a team in order for it to be effective. A coach will work with teams to streamline the way feedback is given (and received) so that individuals can work more constructively together and achieve team objectives.

Morale is low

Low morale can occur for many different reasons. Whether it’s personality differences within your team, an absence of transparency or a lack of forward progression, low morale can result in a major dip in productivity levels. It also often results in higher turnover rates which can cause companies to incur huge unwanted costs.

A team coach can help every team member feel ownership over their own success and the success of the team. This feeling of accountability helps to give team members a drive to succeed. It does wonders for team morale and can improve workplace results. A team coach will also give your team the tools to communicate more efficiently, build trust and improve engagement.

There’s tension in your team

Negative tension between members of your team can be extremely harmful for a number of reasons. It can draw focus away from important workplace tasks, hamper morale and damage employee engagement. Even worse, it can result in your best talent heading out the door.

While conflict isn’t inherently bad, when it isn’t addressed or resolved, it can interfere with a team’s workflow and inhibit success. Team coaching helps with conflict resolution and more importantly helps the team understand why a fear of conflict within the team can be detrimental to top performance. A coach will give members of your team the tools to identify conflict and address it head-on so that tension doesn’t brew and become a bigger problem than it needs to be. A coach will help each person in the team optimise their own communication skills and formulate strong lines of communication so that tension can be aired and overcome.

Our team coaching programs generally consist of a 6-12 month process that develops a team’s capacity to deliver measurable business outcomes and a self-sufficient approach to steer its ongoing development. In our experience, team coaching works best with newly forming teams, or when the membership of a team changes significantly, or when an existing team wants to ramp up their performance or reinvent itself to meet new business challenges.

To find out how your team could benefit from team coaching, contact us today for an obligation free discussion.

The post The top 5 signs that your team needs team coaching appeared first on Directions Unlimited.

While effective leadership and outstanding talent are essential ingredients in boosting team performance, a successful team relies entirely on effective collaboration. So, how can teams improve the way they collaborate? The answer is through team coaching.

Team coaching provides teams with the tools and communication mechanisms to achieve success. Similar to one-on-one coaching, team coaching involves developing individual accountability and improving performance. What sets it apart  is that it involves the development of teams to strengthen lines of communication, streamline collaboration and improve ongoing performance.

Here’s how team coaching improves team performance:

Improves team communication

Team success relies on the collaboration of individuals working towards collective goals. Without effective lines of communication, team success simply cannot be achieved. Effective communication is the basis for how well individuals work together, how feedback is given and received, the way in which individuals develop, and how conflict is resolved.

A team coach will work with teams to help improve these lines of communication. A coach can give teams the right tools and mechanisms to communicate effectively so that they can streamline team projects and improve performance on an ongoing basis.

Makes every team member accountable

When individuals feel accountability for their own mistakes and successes, they are more engaged with their work and more likely to achieve their goals. The same goes for accountability within teams. When individuals (no matter if they’re CEOs or junior executives) feel accountable for their team’s results, they are more likely to reach their goals independently and in collaboration with the team.

Team coaching works with every member of the team to instill a sense of accountability so that everyone in the team feels ownership over the team’s performance and results.

Resolves conflict

Most leaders find conflict resolution is a vital component of their role. A survey conducted by Stanford Business found that 43% of CEOs, board directors, and senior executives consider ‘conflict management skills’ to be their top area of concern. While conflict resolution is an important skill for leaders to possess, it’s just as important for individuals to maintain the skills to work through collective problems and manage disagreements promptly and independently.

Successful conflict resolution is one of the important skills that a team coach can instill in individuals and teams. A coach can give teams the right tools to develop an environment in which effective communication eclipses workplace conflict.

Boosts morale

High morale is a byproduct of effective team coaching. When individuals communicate effectively and reach collective goals, it can help to boost team confidence and morale. And when confidence and morale is elevated, team performance is likely to remain high. It’s a cycle that can be the difference between achieving great business results and the failure to reach important workplace goals. By boosting morale and improving engagement, employees are more likely to achieve their goals independently and with the team.

Lays the foundations for success

One of the underlying capabilities of team coaching is that it successfully instills a coaching mindset in each individual of a team. With this mindset, individuals are better equipped to communicate in the workplace and achieve important business objectives. It also gives them the skills to coach others to gain the same mindset. This is extremely valuable, particularly for training and developing new employees or new team members.

If you would like to learn more about how Directions Unlimited can conduct team coaching sessions with your teams to improve collaboration and performance, contact us: info@directionsunlimited.com.au

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What exactly is a coaching culture?

A coaching culture is a workplace approach in which leaders, managers and staff members work together to increase individual, team and company organisational performance.

A workplace that has a coaching culture is one where workers feel empowered to work towards their own goals independently. Managers who foster this type of environment have a positive impact on employee engagement and organisational productivity. In the same report, Gallup found that managers are a huge influence on engagement rates, accounting for at least 70% of the variance in employee engagement scores across business units. And with high engagement rates comes better company results.

So how can you transform your managers into coaches to create a coaching culture in your workplace?

Teach coaching skills

A coach is someone who works one-on-one with an individual or with a team to help them unlock their maximum potential. In a workplace environment, a coach helps individuals achieve their professional outcomes while still holding them accountable for their work. They also provide non-judgemental support, ensuring the welfare of their coachee is met, both at work and outside of work.

Not all managers have a coaching mindset, but all great managers do. Prioritising coaching in your workplace training is the best way to create a coaching culture at work. This type of training is particularly important for employees who are transitioning into leadership roles, however can be beneficial for every employee within your organisation, no matter what their role is. Make sure your coach training is from an International Coaching Federation Accredited Coach Training Provider (ACTP). The IECL offers excellent courses that comply.

Adopting a leader-as-coach mindset will help you as manager/leader to identify coachable moments. And in turn encourage your team to model this type of behaviour with their team members The development of a coaching culture starts at the top. As leaders we are constantly on display so maintaining self awareness and composure especially in stressful situations is a must.

Communicate effectively

A coaching mindset involves asking the right questions and listening intently. Rather than saying “do this please”, a coach will ask “what approach do you think will help to achieve this outcome?”. This type of framing puts the onus on the coachee to think, gives them ownership and empowers them to reach their own goals and helps them to gain valuable problem solving skills along the way. A great leader/manager will arrange regular one-on-one meetings with employees to see where each employee is at with their work. They will check in to see if individuals feel good about their work, and they will give feedback, both positive and constructive, on a regular basis.

A great coach will prioritise the development of individuals because they know that in order to achieve vital business objectives, the company needs engaged, motivated and high performing individuals to work collectively towards a shared goal.

Prioritise employee engagement

Tying together talent and employee engagement to achieve important business objectives is what coaching is all about. The more engaged your workers are, the more motivated they will be to achieve results.

In Australia and New Zealand, the Gallup study found that employees have lackluster engagement scores, with just 14% feeling engaged in their job.

To keep employees engaged, it’s important to nurture their own professional development. In order to develop your people, a good step is discussing with each employee their own professional goals and communicating clearly and precisely how the organisation can support them to achieve these. In this regard it’s really important that the employee understands they own their own development and their careers and that the company’s role is to support them and guide them along the way. It should not be a case of the employee waiting for something to happen to them. Remember, not every organisation has the resources to provide in-house training or coaching but organisations focused on developing people can support their development through various outsourced initiatives and check in regularly to see how they are going. A focus on workplace morale should be prioritised in the same way that other important company objectives are. The wellbeing of individuals and teams will have a direct influence on their level of productivity and performance.

Foster an environment of trust

A workplace environment in which managers trust their employees and employees trust their managers is one where productivity can thrive. Creating trust is challenging and again this is where a coaching mindset can play a huge role. Professor Ralph Stacey says it best – “the quality of the system is determined by the quality of the relationships which is determined by the quality of the conversation.”  

When individuals have accountability over their work, they are more likely to achieve important business outcomes independently. Autonomous workers also understand how their everyday work contributes to the overall success of the company. This connection helps to empower individuals to reach their highest potential.

To find out more about how to incorporate a coaching mindset in your leaders, contact us today for an obligation free discussion.

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According to a 2010 Executive Coaching Survey however, nearly half of managers spend less than 10 percent of their time coaching others. So why is this? When employees are transitioned into management roles, often it’s their technical ability that gets them there rather than effective leadership skills. Leadership skills often need to be learnt on the job and many managers aren’t given the coaching they need to become great coaches themselves.

When managers lack coaching skills, it can be detrimental to the development and engagement of the people they manage. Managers who lack coaching skills often fall into the habit of instructing their team what to do. By directing individuals on what to do rather than giving them the tools and guidance to solve problems on their own, managers hinder the development of their team, hurt productivity and inhibit overall company success.

So, how can managers put coaching skills into practice within the workplace?

It all has to do with communicating effectively.

Build relationships of trust

One of the most important coaching skills for managers to maintain is the ability to build a relationship of trust among individuals. This can be achieved by fostering lines of communication between you and your reports. A great coach will organise regular one on one meetings with their reports to gain insights into their strengths, weaknesses, challenges and successes. This is a great way to help facilitate a relationship of trust and to help the employee develop, overcome challenges and reach their potential.

Ask the right questions

How do you see yourself growing in this role? What options do you have to overcome this challenge? What do you think you should do?

Each of these questions encourage an individual to think about and seek solutions to their own workplace problems. By helping an employee find solutions on their own, rather than telling them what to do, the individual will be better equipped to solve problems in the future, helping your team and company to reach success.

Listen intently

After asking the right questions, a coach will listen intently to what their reports have to say. Listening isn’t just about hearing what they have to say. It’s about taking onboard the challenges, questions and queries that employees have and thinking of ways to help them reach their goals. It’s about being patient and determined to facilitate long term results among their team and organisation. A great coach will let employees express both their workplace and personal struggles without passing any judgement.

Provide regular feedback

Managers who lack coaching skills will often wait until there is a problem in the workplace to give feedback. This can hurt employee confidence and engagement. A great coach will provide feedback on a regular basis. They will congratulate successes and strengths as well as identify problem areas. When identifying problem areas, a leader with coaching skills will concentrate on the problem area alone, rather than questioning the individual’s character. They will make their reports accountable for their own success and failures in order to improve engagement. They will also provide encouragement to employees with the aim of empowering them to reach their goals independently.

Let it spread

In order to become a great a coach, one can benefit greatly from being coached effectively.

A great coach will pass important leadership skills onto the person they are coaching, thus strengthening coaching techniques within the entire organisation. The idea of coaching is for it to spread throughout an organisation so that every employee has a coaching mindset. They will then be equipped to encourage the development of other employees so that together, teams can reach important business goals.

For more information on how to leverage the power of coaching, check out our article on the power of coaching for your team.

To find out more about how to incorporate a coaching mindset into your workplace, contact us today for an obligation free discussion.

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It’s easy for employees to develop blind spots in the workplace. Even a company’s best employees can fall prey to this. Here’s where an external coach can help. A coach can support the development of individuals, teams and groups and boost their ability to deliver outstanding results. By providing an external objective perspective, a coach can help raise awareness of limiting assumptions, hold a mirror up so they can see the role they play, and hold them to account. In essence, a great coach is an individuals or teams unreasonable friend!

When is coaching best utilised?

When there is a communication breakdown within teams

Communication can break down for a number of reasons. Often managers will tell their teams what to do instead of asking the right questions to help them reach resolutions independently. This is a sure-fire way to hurt employee accountability, engagement and productivity. Feedback is another area of difficulty for many managers. When managers fail to give feedback on a frequent basis, or if they give feedback in a manner that is negative or discouraging, they can harm the confidence levels of employees and as a result hinder individual performance.

An executive coach can help leaders facilitate better communication within teams. A coach will show leaders how to ask the right questions to make individuals more engaged and more productive. By gaining effective communication skills, managers can build relationships of trust between employees, they can help employees develop stronger problem-solving skills, and help them to feel more accountable for their work.

When there are performance issues

When performance issues arise in the workplace, many managers are at a loss as how to properly address the issue without affecting the employee’s confidence or damaging the relationship. There is a risk that the process will breakdown the trust in the relationship and make employees feel less engaged, less productive and less secure in their job. A coach is able to provide an outsider’s perspective and take some of the emotion out of the process. They will support the employee to find solutions to specific problems so that they can independently reach their own goals. A coach can be used to work directly with the employee when issues arise and they are also an invaluable resource in the complexity that dynamic groups and teams operate in today.

When you feel an employee is ready for a promotion

When you’re preparing an employee for a leadership role, it’s important that they develop the skills necessary to truly lead their team. A coach can support individuals to gain insight and understanding about leadership, management and how to identify and develop their authentic self.

A study conducted at Wharton found that external hires get paid 18% more than internal recruits yet  are 61% more likely to be fired. Companies don’t always recognise that they have an untapped pool of talent which they can develop for promotion. By developing internal talent, you are often more likely to access the best person for the job. Coaching can be used to develop an individual who you think is ready for a promotion and can help to ensure the individual has the skills needed to take on the new role.

Succession planning

All organisations lose key leaders. Whether it is planned or unplanned, losing your key leaders can be very disruptive to your company’s performance and your company budget. This is why it’s important to develop employees at every level within your organisation and have a succession plan in place.

Often referred to as ‘bench strength’, the employees in line for leadership roles within an organisation can benefit greatly from coaching. Preparing employees to fill key leadership roles within your organisation is important for safeguarding your organisation for when you lose high performing employees.

At Directions Unlimited, we understand the importance of identifying areas of improvement within the workplace before problems arise.

To find out more about one to one coaching, team coaching, or group coaching, contact us for an obligation free discussion.

The post To coach or not to coach? How to know when it’s time for coaching in the workplace. appeared first on Directions Unlimited.

By coaching your team you can improve their performance, build their skills and drive engagement. Skills like communication and strategic thinking are crucial for business success and can boost employee engagement. When individuals are given the time by their leaders to communicate openly and productively, they are more likely to be loyal, engaged and self motivated. Gaining communicative skills through coaching can help managers to develop the skills needed to help other individuals reach success.

Some numbers from the International Coaching Federation (ICF) on the benefits of coaching reveal that a vast majority of companies (86%) say they at least made their investment back. (Source ICF). Coaching generates learning and clarity for forward action with a commitment to measurable outcomes. It builds the self-confidence of employees to face challenges, critical to meeting organisational demands. Coaching also maximises potential and therefore unlocks latent sources of productivity in your team.

So, what is coaching?

Coaching is a process that enables the individual to develop and achieve their full potential. It’s about helping someone evolve and advance in their business, role, or life. Coaches collaborate with individuals and push them beyond their comfort zone through unlocking their barriers and facilitating awareness and accountability.

For more information on how coaching can help you check out our article on this topic.

Why is coaching such a powerful business tool?

Once only reserved for leaders, coaching is now commonly implemented with success among managers and teams alike, and everyone reaps the benefits.

Coaching is a valuable, cost effective and motivating tool a business can utilise in order to achieve success. It helps you, as a leader or manager, to reach your highest potential so that you can drive success among other individuals within your organisation.

Here are some of the benefits of coaching for your team:

Improve individual and team performance

When managers adopt a coaching mindset, they can help their team to improve collaboration, problem solve more effectively and strategise to reach business goals more efficiently.

Reduce turnover and help you to retain high performing staff

Coaching is a vital organisational tool for developing talent and also for reducing staff turnover rates. Improving the staff retention rate within your organisation means that you can dedicate less time to training new staff, and more time to achieving your important business goals. A study conducted by the Society for Human Resource Management found that it can cost the equivalent of six to nine months of an employee’s salary in order to recruit and train a replacement. When you consider an employee with a salary of $100,000, this means it would cost over $50,000 to replace them! Coaching gives individuals the opportunity to discuss how they can grow within the organisation and also how they can help their company to grow.

Boost team morale

A team in which individuals feel comfortable to communicate openly is one that can thrive. By employing  a coaching approach you can communicate collaboratively and productively within your team and organisation. Rather than telling your team what to do, you’ll be equipped to be a more intent listener and coach to your team, where you can pull on your strong communicative skills and ask them open ended questions to reach a resolution. For those that may wish to read further on how leaders can work more effectively with their team, there is an excellent book by Nancy Kline called Time to Think – listening to ignite the human mind.

Foster company growth and success

Coaching can help your team to meet important business goals. Fostering an environment in which employees reach their highest potential can make a company’s growth-potential limitless. Through coaching your team, they gain first hand access to skills that can propel them forward and lead to success.

For more information on how to develop a coaching mindset check out our article on the three coaching skills you need to be a great manager.

Directions Unlimited’s Director, David Leahy, graduated from the prestigious Institute of Executive Coaching in Sydney, and has coached executives internationally in South America, USA, Europe, Asia and Australia – helping many individuals and companies attain their goals.

If you would like an obligation free discussion, contact us today and see how your team can leverage the power of coaching for success!

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Importantly, this is where management and coaching intersect – every great manager must also be a great coach. According to a study conducted by Bersin & Associates, managers who effectively coach individuals achieve 21% better business results than those who don’t.

So, what is coaching?

Coaching concentrates on individual development, rather than the tasks of the job. Coaches help to facilitate and encourage learning as opposed to teaching. They will ensure that individuals are responsible and accountable for their work and therefore motivated to achieve goals autonomously. Coaches facilitate an environment in which individuals can grow and develop. A manager who utilises coaching techniques will support individuals on their own journey to success.

For more information on the benefits of coaching check out our article on this topic.

What happens if a manager lacks coaching skills?

Managers who consistently adopt a “tell” approach rather than a coaching approach are ignoring learning opportunities and therefore are less likely to achieve outstanding results with their team. It is well known fact that people leave managers, they don’t leave companies.

If you are appointed as a Manager, it is merely a title, however being a leader is something that is bestowed on us by others. Great leaders understand and appreciate their staff. They provide positivity and insight. And they have excellent motivational and communication skills – in other words they are great coaches.

For more information on how to be a successful leader check out our article on this topic.

So, how can managers integrate and adopt a ‘leader as coach’ mindset or approach into their personal management style? Here are our top three coaching skills for every great manager to get the best out of their team.

Asking and listening

How amazing is the human mind? Did you know the mind cannot not respond to a question? Our minds are geared to grapple with questions and find answers. What are the possibilities for you if you were to access the combined power of the minds of your team?

By asking open-ended questions, you release this power while simultaneously facilitating the learning process. By asking for example, “In your view what are the options that would deliver success in this task?”, rather than simply instructing an employee on how to do it, employees are given the space to think creatively and develop their own path to developmental success.

A large number of managers are promoted because they demonstrated to their superiors they are great problem solvers and “doers”. These traits have enabled them to be successful and get to where they are today in their role. The challenge for them is that these traits which have served them so well and helped them achieve, may not be effective when they are now faced with achieving results through others.

In addition to crafting great questions, a manager with a ‘leader as coach’ mindset will listen attentively to what their employees have to say. They will resist the opportunity to finish sentences, they will use silence. By doing this they will likely gain opportunities to demonstrate their true leadership by acknowledging to the team on occasions that the team or individual’s idea or approach is superior to their own. By not only listening but taking on board their employee’s concerns and desires, managers can help them to better develop in their role and in the company.

Building trust

The Oxford English dictionary defines trust as: “Firm belief in the reliability, truth, or ability of someone or something”. Successful coaching relies entirely on a relationship of trust between a manager and their employees. Adopting a ‘leader as coach’ mindset requires managers to start with a firm belief in the ability of their team members.

With trust comes accountability, and with accountability comes results. To reach their peak potential, employees need to feel accountable for their own work and therefore for their own achievements. While managers need to trust that their employees have the capacity to achieve success, employees need to trust that their work is being appreciated, that their manager has their back and that their job is secure. Building trust is a gradual process which can be achieved by maintaining open lines of communication and providing support whether it be task-related or emotional.

Giving constructive feedback

Constructive feedback is a developmental tool that is vital for organisational success, but which is often underused by managers. A great manager will give feedback to employees, often. They will make connections between an individual’s strengths and the company’s mission to improve development and drive success. Expressing these connections positively through regular feedback is the best way to achieve results.

For more information on how to deliver constructive feedback check out our article on this topic.

At Directions Unlimited, we understand how important it is for managers to incorporate coaching skills into their role, and we offer executive coaching to help you develop a coaching mindset. Contact us for an obligation free discussion on how executive coaching can prepare you to effectively manage your team.

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Often when we look at highly successful people, we don’t stop to consider what might have gone on behind the scenes to help them get to where they are. Or in fact, who helped them.

An athlete wouldn’t dream of training without the support and development of a sports coach. Their training is crucial to ensure they are at peak performance. The same can be said about the executives and managers in a business. How can they perform at their best, with the most impact, without a coach?

What is executive coaching?

We like the IECL definition which is that executive coaching is the process of working with executives and managers in a solution-focused, collaborative relationship to help maximise their potential. It can take form in a variety of ways, but the overall goal is to help you be the best version of yourself as a leader, manager, executive, and person.

Coaching is not about mentoring, counselling, managing, leading, or giving advice. It is aimed at unlocking a person’s potential to maximise their own performance by helping them to learn through doing rather than just telling them what to do. It’s about helping someone develop and advance in their business, role, or life.

Put simply, an executive coach can give you the tools and support you need in order to reach your potential and beyond. An executive coach can get you focussed on the things you usually push aside. This could be due to limiting beliefs, stories you tell yourself, or that ‘inner village’ chattering away in your head telling you why something isn’t possible. In effect, a coach helps you to get out of your own way!

Is coaching the same as mentoring?

No. While the terms ‘coaching’ and ‘mentoring’ are often used interchangeably, there are subtle differences.

Mentoring provides an avenue in which the mentee is given access to the mentor’s wisdom, ‘tricks of the trade’ and short-cuts to success – helping to shape their values and beliefs in a positive way. Mentors give advice and guidance.

Executive coaching, on the other hand, is less prescriptive. Coaches provide a balance of security – in that they are available to be leant on, and challenge – the coach provides a safe, non judgemental, supportive and confidential environment where they challenge the coachee to move beyond their comfort zone, think about things differently while also holding them accountable for achieving their own outcomes.

In executive coaching it’s the ability to explore ideas, issues, obstacles or opportunities with the help of a skilled coach in this environment that leads the ‘aha moment’ or what Dr Hilary Armstrong refers to as ‘exuberant learning’. Executive coaching is a partnership – think of it like a Pilot and Co-Pilot – which helps people achieve clarity of direction. It increases the choices available to them, and offers rapid development.

What are the benefits of executive coaching?

Some of the benefits you could see from executive coaching are:

Unbiased support

Often a person is so deep in the day to day happenings of business, that they can’t see the forest for the trees, and any internal support (unless an internal coach is employed in the organisation) they seek is often laden with ill-advice and a lack of knowledge.

When you engage an external executive coach, as they are not working in your business, they naturally approach the engagement with an unbiased non judgemental perspective which can be very helpful in supporting the coachee to explore alternate approaches and different ways of thinking about things.

Strategic direction

It’s pretty hard to succeed in business without a plan, and a good plan includes a strategic direction. Without one, it’s as though you’re hopping in the car for a drive and you have no idea where you’re headed!

An executive coach helps you to identify what’s getting in your way, supports you to identify your objectives and to clarify the direction you want to take. From there, they support you to map out different strategies and set clear goals. Setting goals is a crucial part to personal and business advancement, yet is often not done effectively. An executive coach can help change that.

Accountability

In addition to supporting you on your journey, an executive coach will be there to hold you accountable, ensuring you complete the tasks needed to reach your goals. Knowing that you need to report back to your coach and not wanting to disappoint them is sometimes all the push a person needs to stay on track to success.

Success

With the right coach you can identify what’s getting in your way. This may result in freeing up more of your time to work on the bigger picture items which will directly contribute to your success. By working with a coach you get to understand how you are ‘being’ in your role in the business (even as the business owner), develop further as a leader and identify what actions need to be implemented to succeed.

At Directions Unlimited, we strive to approach coaching as a dialogue, not as a dictation. Our first step is always to ensure the ‘chemistry’ exists between coach and coachee and we then partner with you and support you to identify and achieve your goals.  

Direction’s Unlimited Director, David Leahy, graduated from the prestigious Institute of Executive Coaching in Sydney, and has coached executives internationally in South America, USA, Europe, Asia and Australia – helping many individuals and companies attain their goals.

If you would like an obligation free discussion, contact us today and see how our tailored coaching approach can help you excel.

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