This Is London, Dublin. Organisation Development.

Coaching for High Performance

High performance organisations deliver good results consistently and provide a strong sense of sense of achievement for those who work in them. They tend to share some common characteristics - clear strategic direction and values; an effective performance management and development system; great communication; effective structures, systems and processes; excellent development opportunities; fair reward and recognition; and a learning orientation.


They can also be great places to work, with their leaders -and staff - fully involved and engaged, working passionately for a common cause, feeling they are on the same side and working together for the good of the whole. In a sustainable high performance culture, results are achieved through clear prioritisation and efficient management of workload.


This Is works with leaders to review their organisation culture and dynamics and identify precisely what needs to be done to move towards a sustainable high performance culture. We coach and support them on the leadership skills and actions required for improvement, including 'mental toughness'  as well as skills in engaging others and bringing people 'on board '.


Our research reveals that executive coaching is one of the best ways to support organisations going through change by helping to improve current performance as well as developing capability for the future.  Leaders, especially in today's economic climate, are navigating their organisations through times of real change. This Is coaches key people & teams as they plan and implement the required change programme. The coaching of key individuals works collectively to effect sustainable performance throughout the organisation.


The benefit of adding the ability to coach to an executive's repertoire of leadership skills is widely recognised. A coaching culture leads to more individual ownership, responsibility and accountability amongst employees. Both executives and direct reports ask more in-depth questions, reflect more on what they do and the resulting conversations are of a richer quality, thereby helping to improve both individual and organisational performance.


This Is helps leaders introduce coaching into their organisations in a way that avoids the common pitfalls and that brings success.