People will exceed targets they set themselves - Gordon Dryden

Executive and Performance Coaching

“ Your coaching and moderation efforts have supported the leadership and team development of our Executive Council in a way that was challenging, constructive and business relevant. Your pragmatic approach to learning has helped us develop a deeper sense of team with our executive group and enabled us to perform better as a management team. ”

President & CEO, Global IT Enterprise

N Vision Learning Solutions specializes in two types of coaching: Performance Coaching and Executive Coaching.

Performance Coaching is aimed at helping any individual, regardless of the nature and organizational level of their role, improving and sustaining aspects of their performance that relate specifically to defined performance problems.

Performance Coaching is a key component of Executive Coaching and will typically involve the following stages:

Executive Coaching takes a holistic perspective of the person and their personal dynamics. It is aimed specifically at people who are involved in the challenge of engaging others to perform. So, while Executive Coaching will always have performance improvement as an end goal, as indeed does any coaching process, it is involved much more deeply with the more emotional elements of interpersonal connection, execution, inspiration and transformation. It is these aspects of a person's capability that ultimately determine the effectiveness of their engagement with people and as a consequence, the quality of their leadership and influence.

Confidentiality

The N Vision Learning practice is that the notes written by the coach during the session are the property of the coach and the individual alone. However, at the end of each session, the coach and the individual will agree the key outcomes of the coaching that the individual will share with the key parties making the investment. This statement of outcomes will also form the framework that the individual will agree that the coach can use in any feedback conversation with the interested parties in the organization, e.g. the individual’s manager or HR.