The Plan for Coaching for Boards:
The Coaching Programme for Boards and Trustees is offered at two levels. The first focusses solely on the leader of the group, usually the Chair or CEO, with a cycle of observations of the Board in action followed by personal debriefings. The objective is to support the leader in creating a culture of challenge leading to consensus with every member fully engaged and bringing their best to every meeting.
The more comprehensive approach directly involves all of the participants. While the process is led by the Chair or CEO, every member of the Board experiences personal debriefings between meetings. Individual support ensures that each Board Member or Trustee identifies their personal and organisational goals and gains a greater insight into how their participation impacts upon their colleagues and the successful working of the Board. Making individual aspirations explicit encourages a level of debate that enables personal goals and interests to be explored within the wider organisational context.
There is a baseline of core corporate functions against which all Boards can be assessed. Ensuring these are in place is an integral part of the initial review. Equally important is identifying the effectiveness of the systems in place and the degree of engagement of the Board Members. The dynamic application of these systems by committed and creative people acting individually and together allows the Board to move beyond the minutiae of process to become a powerhouse driving the organisation forward.
Depending upon the frequency of the scheduled meetings this process can take place over a period of 6 to 12 months. Once the cycle is completed, it can also be helpful to have a follow-up session to ensure that any new ways of working have become fully embedded and previous ways of working have not been allowed to return.
The more comprehensive approach directly involves all of the participants. While the process is led by the Chair or CEO, every member of the Board experiences personal debriefings between meetings. Individual support ensures that each Board Member or Trustee identifies their personal and organisational goals and gains a greater insight into how their participation impacts upon their colleagues and the successful working of the Board. Making individual aspirations explicit encourages a level of debate that enables personal goals and interests to be explored within the wider organisational context.
There is a baseline of core corporate functions against which all Boards can be assessed. Ensuring these are in place is an integral part of the initial review. Equally important is identifying the effectiveness of the systems in place and the degree of engagement of the Board Members. The dynamic application of these systems by committed and creative people acting individually and together allows the Board to move beyond the minutiae of process to become a powerhouse driving the organisation forward.
Depending upon the frequency of the scheduled meetings this process can take place over a period of 6 to 12 months. Once the cycle is completed, it can also be helpful to have a follow-up session to ensure that any new ways of working have become fully embedded and previous ways of working have not been allowed to return.