Blog

Over recent posts we’ve seen that in order to turn more potential into high performance we needed to minimise the sources of interference which work against that happening. But this presupposes that people come to us wanting to produce high performance, and this isn’t necessarily so. If you’ve been asked or employed to provide some one-to-one coaching to a member of the executive team you can probably assume that they will be motivated to undertake some coaching with you. It follows that they are likely to give honest answers to your questions, to listen to your ideas and suggestions and

Jo and Sam both work on the Organisation Development (OD) section of a large local authority and their work involves submitting proposals for OD to projects to the Senior Management Team for approval. Jo believes that Senior Management do not support new ideas. She backs this up by explaining that her budget submission for this year was turned down flat and that this particularly upset her given that her previous year’s budget had been approved. She goes on to point out that in the last six months six out of ten project inception proposals had been declined. She feels that