Coaching / Mentoring

 

Designed For:

Organisations that recognise:

• that as success becomes harder to achieve, so the demand for PM leadership capability increases
  
• the “how” qualities of trust, respect, commitment and passion that are the differentiators between managers and leaders

Why Coaching and Mentoring?

The PMs who become leaders are the most successful precisely because they inspire people to “put their hearts” into their work, creating teams that somehow, magically, are “more than the sum of their parts”. They can inspire this in others because they have discovered this in themselves. Coaching and Mentoring enables the person being coached to unlock this leadership capability in the fastest and most effective way through:

• Developing the vision and goals for linking/delivering personal and organisation success
  
• Challenge and support for “working with” change as a constant
  
• Facing the reality of the participants' performance
  
  

Making PM Transitions

Coaching and mentoring at times of transition are particularly effective for the individual and the organisation if a change of title is not to be just that.  Transition is not a matter of doing more of what was done before; it is more about doing things differently. Some of the changes that must be made are around:

Behaviour: individuals must leave behind the familiar and be challenged to welcome the discomfort that undertaking new ways of doing things will bring; they cannot be fully effective immediately

Time: two changes of perspective are needed:

• What the PMs spend their time doing. While moving up the steps the focus increasingly shifts from a focus on tasks to enabling others and business strategy
  
• The horizon over which the PM is looking. While an early entry PM is focused predominantly on project ends, a Portfolio Director is surveying the market place several years ahead

Personal Contribution: on the basis that “what you value is what you focus on” PMs must change what they value about their individual contribution and hence what they do. As a PM transitions upwards their value is more about how they enable others and not what they personally deliver.

 

Programmes

While there are many variations we typically provide coaching and mentoring packages consisting of:

• Periods of 3 - 6 months
  
• Face to face meetings of 2 hours every 3 weeks, may include shadow coaching or telephone coaching as individually agreed, with ad hoc telephone and email support
  
• Meetings with line and HR managers to co-ordinate organisational preferences e.g. performance reviews and 360’s

You can access the one page PDF version of Coaching / Mentoring here