Executive Mentoring/Coaching

Executives and managers are relied upon for their skills and judgements but are also expected to cope with pressure in a professional and energetic way. Evidence shows that Executive Mentoring/Coaching provides organisations with the extra support and expertise needed to improve effectiveness in a range of areas such as leadership, decision-making, relationships, creativity, time management, meetings, confronting sensitive issues and managing change.

Is your business facing any of these challenges?

  • Organisation change/restructuring
  • Move or recruitment of a senior person into a new role
  • Employee identified as ‘high potential’Employee with a history of success now suffering a dip in performance
  • Identification of behavioural issues such as loss of motivation

Executive Mentoring/Coaching can help your organisation to…

  • Provide senior managers and directors with confidential one-to-one development
  • Set compelling and motivating goals
  • Encourage senior-level decision makers to take responsibility for their own outcomes
  • Foster an improvement in motivation and performance
  • Instil a greater sense of professional presence and credibility in senior managers
  • Realise its potential for effectiveness and growth
  • Retain key players

Successful Interventions include:

Offering you objectivity, motivation, guidance and support at an exceptionally high level. We have an ethical and confidential framework in which we operate and our qualified Mentors/Coaches have extensive experience. Focused on helping the individual to reach their true potential, mentoring will subsequently benefit the organisation by improving efficiency, strategic planning and people-management skills. We achieve this through:

  • Agreement of a ‘contract’ between Mentor and Mentee
  • Setting of clear objectives
  • Conducting work preference profiling
  • 360° feedback
  • Face-to-face sessions
  • Telephone sessions for interim support
  • e mentoring using the internet for both the sessions and interim support
  • Regular reviews of effectiveness of the process


  • Smoother implementation of change
  • Faster impact of an executive in a new role
  • Accelerated development of ‘high potential’ people
  • Highly effective teams
  • Higher staff motivation
  • Increased productivity