Leadership and Management Coaching
Hone Management and Leadership Skills
with Performance Focused Workplace Coaching
Poor workplace performance often starts with leaders and managers. Areas such as ineffective leadership styles, not setting clear objectives, poor feedback and lack of communication directly affect team environments, and therefore overall team productivity.
Sometimes leaders find that something isn’t working, but they can’t figure out why. And when leaders are busy with day-to-day running of teams, they often aren’t able to take a step back in order to pinpoint the problem, and find a solution. Abintus Leadership and Management Coaching provides the clarity that comes with an external perspective. We support and challenge leaders to hone their leadership skills, and to find the tools needed to solve their own problems.
Whether you’re interested in coaching to improve the performance of your team, or to work on your own capabilities, Abintus leadership and management coaching starts with you. We’ll support you to continually assess your strengths, weaknesses, approaches, mindsets, as well as the impact these have on your team and organisation. We then use a tailored coaching process to help you develop leadership approaches centred around communication, skills and positive working behaviours. You’ll also learn to become a more effective, inclusive leader by adopting coaching-based leadership styles into your leadership DNA.
Leadership and Management Coaching
Could You Benefit From Leadership Coaching?
Whether you’re a manager or senior leader, you might need Abintus Leadership and Management coaching if:
- You suffer from poor work / life balance
- You struggle to give feedback to employees and teams
- Your team is over-reliant on you
- You struggle to delegate tasks
- Your team consistently fails to hit performance targets
- You are transitioning to a more senior management role
- Your team has an unpleasant or negative culture
- Developing methods and behaviours to form a high-performing team
- Reducing dependency of employees on manager
- Recognising and analysing impact of manager/leader behaviour upon team and team performance.
- Using language and behaviours to improve employee performance and delivery.
- Identifying and managing stakeholders and their needs
- Utilising team experts more though development and delegation
- Establishing and managing team standards and values.
- Balancing individual, team and task responsibilities
- Learning, introducing and embedding leadership models and strategies
- Learning how to utilise employees’ personalities and traits to enable performance
- New to role – embedding, setting direction, developing initial strategy
- Transitioning from manager to leader. From leader to senior leader
- Identifying and navigating change as a team manager or senior leader
- Strengthening tactical thinking and planning skills
- Learning to stop and listen in order to move forward
- Becoming a reflective leader in order to analyse own performance
- Developing leadership social skills and empathy – learning how to communicate to and with a team as a leader
- Leveraging skills in a senior environment, recognising own unique skill-set amongst peers
- Self-awareness of leadership and people role in organisation and behaviours required
- Knowing how to create followers in the organisation through leadership credibility
- Achievement of individual and team performance targets through changing to more inclusive, efficient and supportive management style
- Ability to deeply analyse own management style and impact upon employees and peers.
- Creation of a more inclusive, positive, productive work environment for self, individuals and teams
- Increased employee engagement resulting in higher annual team engagement scores
- Increased capacity to spend more time developing employees
- Confidence in balancing delivery with team responsibilities
- Adoption and application of existing leadership competencies to own role.
- Increased ability to manage individuals and teams more effectively and maintain their respect as a manager or senior leader
- More time invested in employees leading to employee retention.
- Understanding of the need and risk associated with letting employee(s) go
- Development of language and leadership style to suit a senior position
- Increased effectiveness in utilising a leadership role to drive performance from team and increase sales figures
- Increased change-management capabilities, resulting in greater engagement during structural change
- Increased team awareness and respect for managers and senior leaders, as well as their place and role within the organisation