This Is London, Dublin. Organisation Development.

Our Approach to Executive Coaching

We have developed a coaching approach and philosophy which is consistent with the overall framework of This Is

Strategic Perspective

Individuals and organisations face huge changes in the current business environment - economic, financial, social, technological, demographic and environmental.


No matter how turbulent and changing the times are, it is critical that leaders maintain a strategic perspective. Taking the time to scan the environment and identify the critical issues will pay dividends later. Critical decisions should always be made with the future in mind, whatever the immediate pressures of the current situation.


Executive coaching supports the leader to think through these strategic issues and see the wood from the trees, focussing on what is really important for them and their organisations.


Our coaches recognise and understand the wider context and systems in which leaders operate. We find that working with executives to help them improve their understanding of the larger systems at play helps 'resistance to change' to be seen in a proper perspective, avoids the development of a 'blame culture' mentality', and enables them to be far more effective in implementing strategic decisions.


Results focus

This Is believes that executive coaching should be clearly linked to an organisation's business and strategic objectives.


In the current business climate leaders need more than ever to be focused on business outcomes and results, Organisations that can harness leaders' talents and performance, despite economic downturn, are more likely to prosper and to outperform their competitors.


Executive coaching is ideally placed to develop the competencies and skills required in these challenging times and to support organisations and their leaders move forward. Coaching supports clarity of thought, resilience and mental toughness.  It provides space to think things through, thus enabling leaders to keep their focus on delivering and achieving results.


Our coaching is based on the real challenges that leaders face. The more you understand a challenge the easier it is to resolve. Executive coaches explore with the coachee how best to move forward in line with the requirements of the business - delivering results in a way that will enhance and develop their own careers.


Executive coaching must stand up to scrutiny in terms of its impact on business objectives and the bottom line. For an investment in coaching to be cost-effective it must result in real improvements in performance for the business. A key element of our approach is to build monitoring and evaluation into our executive coaching programmes from the start. Working with all those involved, we agree clear and measurable objectives to evaluate and demonstrate the ROI (return on investment) of our coaching programmes and produce evidence of their impact.


Sustainable high performance

THIS IS brings a pragmatic focus to coaching to produce immediate results. We also aim to build the coachee's (and organisation's) capability to deal successfully with future challenges.


We work to get to the core of issues and the underlying causes. Sometimes it transpires that the fundamental issues that impact business performance are systemic and organisational rather than intrinsic to the coachee or their way of operating. In these cases we will work with the coachee and his /her organisational sponsors to help them find ways of addressing the issues.


In many cases, however, we find that it is leader's own behaviours and practices that need challenging. Coaching helps leaders understand when it is necessary to change their own ways of working or their own behaviour, and to work with them to develop the necessary skills and put them into practice


We have the experience to confront and challenge leaders where necessary and appropriate. There can be a need to explore those things that leaders and executives inadvertently do, that can hinder their own progress: patterns of behaviour and default ways of doing things that are often hidden from the executive (often called 'blind spots').  Developing self-awareness is an important part of the coaching process. Coach and executive work in partnership to explore behaviours that help or hinder progress.


This Is understands that sometimes an 'educational' component may need to be built into the executive coaching offering if sustainable results are to be achieved.  We have found, through experience, that providing executives with simple conceptual frameworks which help them better understand people and organisation dynamics (for example, models of how individuals adapt to change) can be very useful. Sharing 'best practice' and recent research on relevant topics can also be very helpful.  We have the skills and experience to work in this way as appropriate and as agreed with coachee and his/her sponsor.


Evidence based

This Is brings insights and learning from the already accumulated knowledge in business psychology, organisation and leadership development  as well keeping abreast of the latest research findings in the coaching field itself.  Our approach rests on a foundation of the knowledge of the behavioural sciences and how cognitive, emotional and psychological integration can create powerful outcomes.


There is a growing body of empirical evidence which associates specific leadership styles and behaviours with successful business performance.  Our team places emphasis on coaching strategies that can be used to support those leadership practices.


We are qualified to use sophisticated, powerful and up to date diagnostic, psychometric, self assessment and 360 feedback tools. Wherever possible we will use these  to assess the 'current reality' as objectively as possible, which  give us a baseline for monitoring progress. We will supplement these tools with data gathering from the organisation through interviews and, where appropriate, work shadowing.


We prefer to discuss and agree the most appropriate tools with the coachee and the sponsoring organisation to be used in the specific context rather than prescribe these in advance. The important point is to find the best way of collecting objective and accurate evidence on which to base the coaching programmes and subsequent monitoring of change.


High Professional Standards

We believe that a key aim of coaching is to help the executive develop heightened awareness and understanding around the challenges (s)he faces. This supports clarity of thought and decision-making and creates renewed energy for movement and action. Our executive coaches see themselves as partners in the executive's journey toward greater competence and effectiveness. We work in a way that encourages the coachee to take personal responsibility and accountability for their own development and the results of their organisation, shaping their future for themselves.


The coach works both for the success of the individual and the organisation they work for. It is always important for the executive coach to strike the right balance between the individual and the sponsoring organisation. The integrity of the coaching relationship is central to the success of coaching and is a continuing agenda topic between the coach and executive.


This Is keeps up to date on the latest thinking and research in executive and business coaching, organisational development, leadership development, change management and business psychology and we absorb this into our practice. The Coaching Panel understands the importance of "Supervision for coaches". (Supervision is a confidential learning environment for coaches where we strive for excellence in our coaching work and evaluate our performance against best practice industry standards)


We adhere to the Association of Coaching 's Code of Ethics (click here to read) and pay particular attention to Confidentiality, Honesty and Integrity in all our business activities


Our aim is to provide our clients with top quality business coaches. Our business and executive coaches possess a deep understanding of business, profound psychological insight, a high level of emotional intelligence, and the ability to operate across cultures and in complex organisation environments. We are able to build rapport and credibility with our clients, be fast on our feet and have the intellectual capacity to understand where the client is coming from, helping them reframe their thinking where necessary. We have the insight and intuition to be able to open up the possibilities of new ways of behaving and acting for our clients who have generally become successful though those very ways of doing things. We hope that we are also humble enough to realise that while coaching can make a real difference, in the final analysis it is the executive who has the ultimate responsibility and accountability for achieving results.