Coaching for Interim Professionals

Performance coaching and career development advice for senior interim Change Professionals

 

As a senior interim professional, you are expected to perform at an exceptional level in complex situations. Whilst this is an exciting challenge and you get to pick which ones to take on and your approach, you don’t get the support and development that permanently employed peers do. Who do you turn to if you’re unsure how to tackle an issue, particularly one that’s people related? Who can give you advice on your own career or personal development?

We enable you to perform better, help you manage difficult situations and achieve your career ambitions. We are independent and objective, focussed exclusively on the results our clients want. We’ll provide objective and impartial advice on how to approach engagement with key stakeholders and team members, particularly when there are tensions around relationships or deliverables, and how to realise your career goals. We have twenty years’ experience as professional coaches and we are totally committed to the success and happiness of our clients. We understand the challenges you face, and that these are different to those in a permanent role.

We’ll work together to ensure you’re able to speedily resolve these challenges whilst also raising and enhancing your profile and presence in the organisation and the market. In partnership, we’ll quickly develop effective solutions that deliver results.

Typical Situations and Resolutions

• Situation: No access to support structures within the organisation for both personal and technical development. 
  Intervention/Outcome: Understanding and addressing how to develop and overcome personal weaknesses or what is holding back personal potential.
  
  

• Situation: Existing team members think that they should have had the role and become obstructive (either overtly or covertly).
  Intervention/Outcome: Assistance on leadership situational challenges as an interim – everything from task, people, sales strategy etc.
  
  

• Situation: Initial lack of knowledge of where power lies and whether appointment is supported by your manager.
  Intervention/Outcome: Mapping and enhancing relationships within the organisation.
  
  

• Situation: Understanding why you were appointed.
  Intervention/Outcome: Forward and strategic thinking – stretching thoughts. Looking at and raising opportunities and objections in a “safe” environment.
  
  

• Situation: Role and outcome – initial lack of clarity.
  Intervention/Outcome: Aiding skills improvement e.g. senior stakeholders or Board level engagement.
  
  

• Situation: Lack of clarity for you and others about your position and authority within the organisation. 
  Intervention/Outcome: Mapping stakeholders and determining existing relationships.