ImaginativeHR Coaching Solutions
International coaching solutions delivered by ICF, AC, EMCC, ICC and ILM-accredited executive coaches
Delivering leadership impact, resilience and insight via one-to-one coaching:
ImaginativeHR delivers a range of individual and team coaching solutions; supporting clients across multiple geographies; underpinned by both organisational and individual objectives.
Working face-to-face, virtually and / or telephonically, subject to individual preferences; ImaginativeHR coaches senior leaders, to C-level, to:
- develop and refine leadership behaviours and success strategies
- nurture and refine stakeholder management strategies
- develop effective delegation and personal efficiency practices
- promote idea-generation, innovation and out-the-box disruptive thinking
- develop decisiveness and discipline
- enhance personal impact and effectiveness
- develop and reinforce self-confidence
- develop executive presence
- resolve challenging stakeholder conflict
- make and communicate difficult decisions
- embrace ethical, respectful and / or distributive practices
- develop cultural awareness
- reinforce authentic personal narratives and brands
- develop evidence-focus
- follow through on specific leadership commitments
- build a legacy
- achieve work-life balance and remain healthy
We develop a comprehensive coaching brief focused on addressing a prioritised list of salient ‘transformational’ coaching objectives. Once clear traction is evident on key transformational objectives, programmes routinely shift to as-needed ‘tactical’ focus on e.g. upcoming key / high-stakes pitches, presentations, meetings and challenging conversations.
Individual coaching programme formats:
ImaginativeHR delivers one-to-one coaching programmes face-to-face and / or virtually, (distributed over 1, 1 ½ and / or 2-hour sessions, subject to individual preference / priorities).
Preceded by a series of coach chemistry sessions; our programmes are typically delivered over 6, 8, 12 or 18 hours, (our 12-hour programme being our most popular programme format).
All of our coaching programmes include access to as-needed strengths-based, behavioural, values and / or personality assessments.
Professional coaching commitments:
ImaginativeHR subscribes to The Global Code of Ethics for Coaches, Mentors and (Coach) Supervisors, endorsed by the European Mentoring and Coaching Council (EMCC), the Association for Coaching (AC), the Association for Professional Executive Coaching and Supervision (APECS) and the International Mentoring Association (IMA).
The Global Code of Ethics is aligned with the EU registered Professional Charter for Coaching and Mentoring, drafted in accordance with European law.
Per the European Mentoring and Coaching Council (EMCC) Competence Framework, we commit, as Senior Practitioners to using reflective practice with supervision, both in client interactions and across our practice – implementing and evaluating specific behavioural changes to our practice on an ongoing basis.
ABOUT OUR COaches:
ImaginativeHR has curated an international team of experienced, commercially-astute coaches who:
-
-
- are prepared to challenge individual and business coaching objectives; acting as committed learning partners.
- demonstrate the ability to balance the needs of the individuals they are coaching, whilst remaining focused on achieving the business / corporate agenda; acknowledging that a business coaching relationship is a complex, three-way relationship between sponsoring organisation, coachee and coach.
- offer a track record of enabling behavioural improvement, achieving commercial ROI and of working with a suitable level of seniority or coaching complexity.
- offer a range of coaching options, (including multi-lingual and multi-country options, as well as local, native speaking coaches for multi-country coaching initiatives). Often, following a successful chemistry process, the coachee may opt to work in a second language remotely and virtually, versus locally, face-to-face – if the chemistry with one particular coach stands out. Equally, some individuals respond optimally when working face-to-face, communicating in their mother tongue, with a coach who they feel is culturally empathetic to their situation or personality. Either way; coachees should have the option to choose what is most appropriate for them.
- reflect an industry and scenario-relevant empathy and credibility – particularly in e.g. some newer, disruptive, sectors. (Typically, this will be a function of the coach’s experience, confidence, professionalism and time invested to become familiar with the sector).
- are appropriately qualified. While there are a range of recognised coaching qualifications and accreditations recognised within the coaching community, the most highly regarded qualifications do not of course automatically translate to the best coaching results. Nevertheless, coaches who have invested time and professional effort developing knowledge via e.g. the ICF, EMCC, AC, ILM and / or ICC accreditations are highly regarded for their commitment to professional learning and accreditation.
- are able to identify how success could be measured – during and at the conclusion of the coaching programme – particularly in respect of enhancements to individual impact and organisational results.
-
One-to-one coaching tools and personal differentiation:
Our coaching ‘toolbox’ includes an array of assessments *, tools and techniques, tailored to each client’s specific needs; flexibly building self-insight, providing structure for problem solving / opportunity creation and introducing reflective space to encourage creative agility.
(* We routinely incorporate the powerful self-awareness generated by Lumina Spark and Lumina Spark Coach in our coaching.)
Promotion of coaching, coaching cultures and mentoring networks:
Over the past 15+ years, we have been active and passionate proponents of the impact and potential ROI of both executive and team coaching and the value of ‘consciously developed’ coaching cultures.
To this end, ImaginativeHR delivers creative bespoke coaching culture reinforcement events, prefaced by stakeholder diagnostics and aligned with organisational Values, Purpose, Vision and Strategic Priorities.
