What we do

Executive Coaching

Coaching is a personal thing - what does it do for you?

Our coaching approach is built on the belief that, regardless of your level or experience, everyone can change and improve. We’re here to help you answer the key questions, both in your professional and personal life.

Through one-to-one sessions or group coaching, we specialise in helping you form personal goals, and through understanding your motivations and strengths, and challenging your thinking, you are highly likely to achieve them.

Coaching is also about enhancing your interactions with others. As you develop higher-level emotional intelligence and communication skills, you’ll build stronger, more meaningful relationships. 

We also use executive coaching as a powerful tool for embedding transformational change programmes. 

To find out how coaching can benefit you and your team, get in touch with our team of trained Executive Coaches and make your potential a Reality!

Executive Coaching Example

Could this be you?

A senior manager wants to work with a top-performing team, united in delivering against their KPIs and sharing success. Their goal is to thrive in their role, secure in their capabilities, and earning the respect of their peers.

However, the manager faces challenges, including a sluggish economy, poorly motivated staff that are under-invested in, and persistent barriers stemming from entrenched habits and outdated systems getting in the way of what they want. The manager doubts their ability to lead their team to the level of success that is required.  

Reality Executive Coaches work with the manager and understand the problems they are facing. Drawing on extensive experience as business coaches, they challenge the manager to think in new ways to manage and grow. The manager, prompted by great questions, rediscovers their hidden creativity, motivation and enthusiasm, and remembers lessons from past successes. They create more positive, and practical, plans and a compelling vision for their business’s future. 

The coaches plan a series of training and coaching interventions that motivate and inspire staff, investing in their skills, and challenge managers to be better at leading their teams to success. Also, the manager realises that his teams need a broader understanding of how they must sell with integrity and support the brand's values, forbidding disloyal habits and damaging behaviours. The plan empowers everyone to upgrade and improve how they are working. It includes skills training, ongoing coaching to embed those skills for the long term and improving the capabilities of both the sales team and their previously under-invested in managers.  

The manager, maintaining their coaching conversations, leads the change programme, encouraging their people to buy into the investment and engage with what the programme promises, knowing change will bring success. The outcome is increased success, with the manager recognised as the catalyst for change, leading to the organisation reaching their KPIs, improved well-being, and reduced staff turnover. Managers are now coaches and being coached themselves. The positive, coaching culture drives the organisation’s success, and prompts the Manager to consider their next move, secure in their worth.  

Without this investment in people, growth stagnates, KPIs falter, and a culture of managing loss exists. Managers revert to old habits and legacy behaviours, staff are less motivated and more transient, and the Manager, lacking coaching support, delivers increasingly poor results.  

Ultimately, the coaching culture created under the manager’s leadership takes them all from a low-productivity business with an uncertain future into a thriving, investment-worthy business. The outcome is a manager who can move upward with greater ease and security.