Coaching for performance:

The brief: The individual had been promoted but lacked experience in managing staff. This was complicated by cultural issues and led to stress and overwork.

Outcome: We took a structured approach to developing delegation and interpersonal skills, which enabled the individual to take charge of the largest brand in the portfolio.

Pharmaceuticals company.

Coaching for development:

The brief: To help an individual change key stakeholder perceptions of her ability to hold a senior management role in the company.

Outcome: The programme focused on self-awareness, influencing skills and understanding the corporate culture. The individual was subsequently invited to play a significant role in a worldwide initiative for the company.

Engineering company.

Team coaching:

The brief: To learn skills that would help create a 'high performance' board

Outcome: Following the facilitation of a 'top team' strategy session, each team member was then coached, in order to enhance the overall effectiveness of the team, to create a 'high performance' board.

Engineering company.

Preparation for promotion:

The brief: The HR sponsor wanted this successful individual in an academic environment to develop new skills for the next career stage.

Outcome: The programme focussed on self-awareness, influencing skills and successfully arguing a case in formal meetings. The individual quickly observed that influencing involved seeing issues from the other person's perspective. Changed behaviours resulted in constructive peer group teamwork, which produced a specific tangible result.

Education.

Coaching for development and promotion:

The brief: An IT director, aspiring to become an MD, needed to raise his profile, network more effectively, change the way he presented himself to directors and to think like an MD.

Outcome: Following coaching, the individual built up a network of contacts and led his group through major downsizing exercise, saving the bank significant money. He has changed his profile and attitude and is now perceived as a credible candidate MD.

Investment banking.

Coaching for development:

The brief: To help an individual in a new director role to demonstrate effective business leadership to key stakeholders.

Outcome: Coaching helped focus on priorities, relationship with stakeholders and find practical solutions to overcome issues. The individual had her business plan accepted by all key stakeholders and major funds were allocated to its implementation.

Financial services.

What our clients say about us

"What I like about MaSTerCoach is having one agreed point of contact, yet access to a wide range of coaches from business and professional backgrounds. I believe the benefit of building stronger relationships with key providers such as MaSTerCoach delivers us 'best-in-class' coaches, who are not only credible in the eyes of the person being coached but suitably matched to and comfortable in our business environment."

Learning Development Manager, Insurance.