edc brochure
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edcExecutive DevelopmentConsultants UK LLP
Inspiring people to deliver on your strategic intent
edc ™
“We have demonstrated conclusively thatcoaching is the most powerful and rapid wayof lifting confidence, boosting Leadershipqualities and growing a winning culture thatunderpins successful organisational change”
Confident Leadership
ContagiousEnergy
Health & Wellbeing
Having a positive impact
PowerfulRelationships
Board & TeamCohesion
Our clientsHomeIndividual executive coaching
Board & team coaching
Chairman CEO/MD
Neds
Coaching for promotion
First 100 days DiagnosticsQuality
assurance & supervision
Our coaches Contact us
InfluencingGiving great
feedback
Boosting your organisation’s performance through the power
of our coaching
Executive Development Consultants UK LLP. 83 Baker Street London W1U 6AG 0207 034 7064/7664. Registered in England OC344186
Outputs from our coaching
Our Individual Coaching programme will ‘raise your game’
.
Agree brief and check chemistry
Understand the individual and Organisations’ context
Agree programme goals and objectives
Personality profiling and feedback. Typically 360 and
Myers Briggs
Developing your positive impact on the organisation.
Developing Leadership skills and techniques.
Explore options, new behaviours, new
approaches
Experience giving and receiving feedback
Putting into practice and learning
Evaluate and measure
Typical programme elements
Woking with an EDC executive coach will provide you withthe focus and insight needed to address and adapt to thechallenges in your current and future role. The experiencewill provide greater understanding of yourself, the impactyou have on those around you and will positively transformyour leadership and performance
edc ™
Team coaching for effective and cohesive organisational leadership
Organisations today expect their teams to be highperforming - ‘White Water’ rather than ‘steady state’.It requires that relationships within the team work well,members have a clear focus and are committed toachievement of their goals. Teams need to ‘think andbehave corporately’ both inside and outside ofmeetings.
Agree brief, objectives and
goals
Engagement session with all
participants
EDC’s Community survey to include
external stakeholders
Team meeting Observation
Personalityprofiling and
feedback. Typically 360 and
Myers Briggs
Understanding impact on others
Building powerful relationships
Leadership development with
the provision oftools and
techniques
Look at options, new behaviours, new approaches
Team workshopExperience giving
and receiving feedback
Practise and learning
Taking it forwardEvaluate and
measure
Typical programme elements
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Chairmen, CEO,MD and Non-executive Directors
edc has coached over 250 Chairmen, CEO’s, and Board
Directors in both Public and Private sectors.
Each of our coaches has top-level business managementexperience that further enhances and underpins thecoaching.
Our approach is to fully understand the context andgoals of the organisation and deliver short , powerfulinterventions that simplify complex issues build powerfulrelationships and generate a feeling of clarity andcombined purpose.
Chair / CEO workshops
Role of the Non Exec workshops
NED /Exec workshops
Mentoring programmes
Handling the pressure
Life / work balance
Programmes
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Coaching for promotion
This may mean:-•Stepping up to take the top job•Getting ready for your first Board appointment•Your first Leadership role•Striving for that ‘Dream job’
We offer a programme dedicated to you and your careergoals that is completely confidential and bespoke toeach and every client. We will prepare you for eachstage right through to your initial period in the role.
Interview techniques Visual presenceMaximising positive
body languageQuestioning techniques
Video practice
Typical programme elements
edc ™
1st 100 days
Research, has shown that the seeds of success orfailure are sown in the first 3 or 4 months of a newlyappointed executive’s role.
Expectations are high and the executive’s attitudesand behaviour will be under assessment by “thecommunity”. In their previous role, they would havehad a map of what worked for them, but this is nowuncharted territory, with a need to construct a verydifferent map, and to do this accurately and quickly.
The new map needs to address key relationships,the beliefs and the values of the organisation, aswell as its particular culture and political climate.
• success criteria
• key results areas
• short-term wins
• feedback
• 360°
ORGANISATION
ROLE RELATIONSHIPS
• strategic direction
• competitive advantage
• structure
• culture
• business drivers
GOALS/OUTCOMES
• responsibilities
• ‘deliverables’
• leadership style/image
• competencies
• communication needs
• boss• peer group• assessment of own
team• external
stakeholders• personal PR
Personal Strategy & Action Plan
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Research is critical to inform the development
At the heart of what we do is a set of diagnostics which builds selfawareness, confidence and deeply informs the coachingprogramme or team development.Myers Briggs Type gives clients with a clear understanding of howthey and teams operate and provides a language to assist bettercommunication with othersEDC’s Community Survey provides teams and individuals with aclear set of the perceptions held by internal and externalstakeholdersOur 360 analysis is a distinguished product and provides valid andreliable feedback from self and others — direct reports, peers, andbosses — on the use of leadership and management behaviors. Itgives clarity to any personal development plan.Strategic Directions Questionnaire Through the completion of aquestionnaire and a facilitated discussion session, the seniormanagement team of your organization uses LEA StrategicDirections™ to identify the most important behaviors for yourorganization’s future success, creating a strategic context forleadership assessment and making a business strategy come alivefor leaders and managers.
What are the required leadership practises for your
organisation
How I and others operate. Effective
communication
How I and my team are perceived buy our stakeholders
Feedback to understand my personal impact
PDP
Community Survey
MBTISDQ
LEA 360
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Supervision a quality assurance pre-requisite
As the Coaching industry has matured it has becomea pre-requisite of Coaching Practitioners to be inSupervision.
At edc we offer Supervision to practitioners andensure all our Coaching team are ‘in Supervision’
Supervision ‘keeps the lens clear’ for the Coach byensuring attention is paid to both the organisationaland individual context within which the coaching ishappening. Supervision will help coaches to:
•Strengthen their coaching skills•Handle challenging situations•Be cognisant of the dynamics of this complexprocess, the coaching ethics and themanagement of boundary issues
Independent coaches who adhere to the
requirements of their accrediting body
In-House coaches:
One-to–oneGroup
All edccoaches receive Supervision
Team coaches and consultants
Quality assurance
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Our Experience
•Over 20 years successful experience of integrated personaland team development interventions in both Public andPrivate sectors at Board and Senior management levels
•edc is currently a preferred supplier to BBC (5 years), Corus(5 years), Glaxo (3years), Asda (1 year), DWP (5Years),Scottish Power (2 Years).
•Our team are experienced accredited practitioners whohave a reputation for delivering results
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•8 Years on Board level coaching register of the NHS Leadership Centre and Institutefor Innovation and Improvement
•We have worked with over 60 NHS Trusts of all types and have coached in excess of250 Chairs, CEOs, and Directors.
Our client organisations range across all industries both private and public.
Some of our current clients:
HealthcareDistribution and
ShippingEnergy Estate Agency Finance FMCG/Drinks Manufacturing
Media PharmaceuticalProfessional
ServicesPublic Sector Retail Telecoms Travel
Clientsedc ™
Sector ExperienceThe following are examples of the sectors in which edc consultants have experience.
Our Team of Coaches
Our coaches are experienced in working withindividuals, teams and at an organisational level in acoaching, mentoring or consultancy mode.
Each assignment requires consideration and the correct‘matching’ of coach to the Executive's need.It is vital that our coaches are the best possible fit tothese needs if excellence is to be achieved.edc has pooled top UK and European experts to formthe edc Coaching Team.
edc ™
Executive Development Consultants UK LLP. 83 Baker Street London W1U 6AG 0207 034 7664
Contact us
Email [email protected] +44 (0)207 034 7664Fax +44 (0)207 034 7100Post 83 Baker Street, London W1U 6AG
We are always happy to hear from you todiscuss the challenges faced by your self oryour organisation.
A phone call is all that’s necessary for a ‘noobligation’ introductory or exploratorymeeting anywhere in the UK
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