Leadership Development, Coaching & Mentoring

Coaching for Emerging Leaders: This is a collaborative, solution-focused, results-orientated and systematic process in which the coach facilitates the enhancement of work performance, self-directed learning and personal growth, supporting the leader to achieve improved operational effectiveness.

The path to senior leadership is often as rewarding as it is daunting for those who have been identified as central to their organisation’s future. We work with individuals and corporations to support those leaders, helping them to identify their core strengths, how they add value to the business, and their key individual workplace challenges. This is a collaborative process with a very strong focus on self-directed learning and personal growth in confidence and resourcefulness.

Coaching for Senior Executives: Senior leaders carry the weight of decision-making and responsibilities on a day to day basis. The complexity of those decisions is ever increasing in a volatile and unstable world, putting unprecedented levels of pressure on individuals in corporate spaces. We help leaders who are already operating at a high level to deal with the pressures of accountability by tapping into their inner resources and core strengths, increasing their confidence, unlocking their creativity, and ultimately enhancing their overall leadership performance.

Mentoring: Whilst using some of the same skills as coaching, mentoring relies on the mentor being knowledgeable and experienced in the field and industry of the client, and able to guide and advise as well as question and challenge.

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Typical Coaching and Mentoring Plan

After the client fills in the coaching/mentoring request form, an introductory meeting takes place between the coach and the coachee to agree if the match is suitable.
If in agreement that the chemistry is right and a rapport is present or likely, the coaching/mentoring plan begins. If it’s seen that a better rapport could be established with another coach, Equitive would offer another coach and the above steps starts again.
Once a coach is agreed, the coaching plan is set in motion. It would include, among other steps: Agreeing objectives, coaching steps, frequency and time frame, and any input from the coachee’s line manager.
Throughout the coaching/mentoring period, progress evaluation is performed between coach and client.
At the end of the coaching/mentoring process, a final progress report is produced, with input from both coach and coachee, to present to the line manager or stakeholder. This would include clear recommendations for sustaining and building on the progress achieved.