Executive Coaching & Leadership
It all begins with an idea.
The CPA Academy is organised to reflect the 4 Drivers of Performance and closely matches a corporate capability framework. We understand that priorities change and have made it simpler to access resources from within each domain.
Wellbeing
Supporting the health and wellbeing of all employees is a logical starting point, and this is particularly in focus for executives with significant responsibilities. As organisational psychologists, we are able to navigate risk issues, identify opportunities for on-referral and to support employees to improve their wellbeing in order to prepare for higher performance and challenging roles.
Self-awareness, self-actualisation, empathy, self-reliance and optimism are all hallmarks of the healthy executive.
High performance and self-management
All organisations want the best possible performance from their people. The inputs to high-performance in corporations are complex, and consistently delivering results is hard to do. That’s why the high-performance domain builds on wellbeing. Coaches are skilled at navigating the fundamental wellbeing, risk and stress management issues. They must have highly developed skills to recognise learning leaps, opportunities to push harder for performance and when the opportunity presents to support their coachee. These skills are both inherent in developing resilience and capability in executives, and when the executive is using these same skills with their own staff.
High performance leaders are adaptable, resilient, demonstrate self-control and exude self-confidence that is built on healthy wellbeing and achievements. They are able to pay attention to details and are business-like and straightforward in their dealings.
Executive Presence
Executive presence is about being the sort of leader that people want to work with. It is the outward expression of the work that you don’t see and is built on the solid ground of wellbeing and self-management. Executive presence is best developed within a sound framework that is directly linked to performance. When this is achieved, the behaviour of the executive is aligned to organisational goals and is reflected in their language and in their interpersonal relationships.
Leaders who continually work on their communication, interpersonal and people management skills. Leaders who drive performance, motivate others, are flexible and creative, are positive and enjoy their work.
Strategy Execution
Effective strategy execution relies on the ability to put plans into action. Complex problems will inevitably involve the employment of specialists, requiring team management skills, joint decision-making, interdependencies, and projects that must be managed successfully and effectively. Research shows that the employment of a trusted advisor or coach during high tempo periods has an appreciable effect on the performance of leaders with critical responsibilities.
Maintaining strategic awareness during critical projects, effective decision-making, leading teams of teams through persuasive and effective communication. Mapping the line-of-sight from planning through to successful completion of tasks, and taking care of people on the journey.