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Coaching

``All Coaching Is, Taking A Player Where He Can't Take Himself” - Bill McCartney (Highly Successful Football Coach Of University Of Colorado Boulder, USA)

Prepare your executives today ... Get them ready for tomorrow! The middle-level executives of today are the senior leaders of tomorrow!

Recognize your high potential executives, reward them with executive coaching and strengthen your leadership pipeline. Coaching now trends as a positive &, developmental assistance to high potential executives for their grooming as future leaders. The benefits of coaching go beyond the outcome of training inputs.
``All Coaching Is, Taking A Player Where He Can't Take Himself” - Bill McCartney (Highly Successful Football Coach Of University Of Colorado Boulder, USA)

Prepare your executives today ... Get them ready for tomorrow! The middle-level executives of today are the senior leaders of tomorrow!

Recognize your high potential executives, reward them with executive coaching and strengthen your leadership pipeline. Coaching now trends as a positive &, developmental assistance to high potential executives for their grooming as future leaders. The benefits of coaching go beyond the outcome of training inputs.
Executive Coaching helps people realize and live their potential.

Hear It From HBR

“There Is No Question That Future Leaders Will Need Constant Coaching. As The Business Environment Becomes More Complex, They Will Increasingly Turn To Coaches For Help In Understanding How To Act. The Kind Of Coaches I Am Talking About Will Do More Than Influence Behaviors; They Will Be An Essential Part Of The Leader’s Learning Process, Providing Knowledge, Opinions, And Judgments In Critical Areas……”

(Excerpts From “What Can Coaches Do For You?” Published By Harvard Business Review – Jan 2009)

So, the need for Executive Coaching is Real, Here and Now! And, it can be used by executives, entrepreneurs, NGOs, and everyone.

Why Coaching?

Individual and Contextual Attention with Coaching

With the disruptive changes and open business and economic environment, VUCA (Volatility, Uncertainty, Complexity, and Ambiguity) world has become a standard feature, ironically, in the executive life. It affects every executive level – Top, Senior, Middle levels or even the individual contributor – though in different degrees. Their needs are different and specific. Their problems are of different nature.

Hence Coaching, with its one-to-one attention, would help them greatly to be effective in their job role delivery.

Building Leadership Pipeline of High Potential Executives

In current times, Coaches are engaged more to accelerate the leadership development of the identified high potential leaders and performers. Front-running organizations perceive Executive Coaching more as a booster and accelerator rather than as a remedial fixer.

Coaching enhances the leadership pipeline bench strength with its customized attention to the executives within the overall context of the organization. The organization is ready for the next disruption.

Coaching … Works With and Beyond Training

A successful training program may still end up with different takeaways for different executives. So, high potential executives could benefit a lot from an individual attention given by a professional coach. The coach interacts is with the executive within the context of that executive. A coaching engagement works in tandem with training inputs – it can be an outcome of a training program and It can uncover new and relevant training needs!

What Does A Coach Do?

A coach works with the executive, understands the context of the executive, jointly explores for possible answers, offers many different perspectives, and encourages the executive to choose the best path. The onus is always with the executive. In this process, the coach helps the executive live their potential.

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Why Choose Athena Compass For Coaching

  • Professionally Trained And Certified Executive Coach (Download Detailed CV)
  • Coach Certified From International Coach Federation (ICF) And Conforms To The ICF Code Of Ethics
  • Coach Has Hands-On Industry Experience In Functional Domains, As A Business Leader And In Organizational Development
  • Coaching Would Focus On The Business Needs Of The Executive And Would Relate To The Personal Issues That Are Relevant To The Business Issues, As Against Pure Life Coaching
  • Athena Compass Also Has A Network Of Other Coaches And Can Be Engaged, As Required

Coaching Services Offered By Athena Compass

For Organizations

  • The Coach Can Work With Individual High Potential Executives Identified By The Organization
  • For Larger Organizations, A Primer Program On Coaching Can Be Imparted To Suitable Senior Executives Of The Organization To Help Them Coach Other Executives At A Basic Level.
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For Self Initiating Individuals

  • Invest In Yourselves; Be Ready & Visible As High Potential Executives Within Your Organisations.
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About ReachAthena Compass
Developing Leadership is the tangible purpose at Athena Compass Consulting. Through Executive Coaching, Skills Training & Business Consulting, we pursue developing leadership at individual, interpersonal and organizational levels.
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PLEASE NOTE: INTENDED USE VS MISUSE.

 

Adding value to recruitment and selection using both Scientific and Interpretive approaches is common practice and is a great use of psychometrics. However, the information provided in either approach should not be how decisions are made, interpreting a report as the decision-making tool would be considered misuse of the tool. There are many reasons why psychometric instruments should not be used as a decision-making tool.

Firstly, it describes a person’s most common natural style, it doesn’t mean they can’t or wouldn’t be able to perform well. Additionally, there are many aspects of a person beyond personality that are equally or more important.

For example, if your organization communicates in a particular language, and the candidate doesn’t speak or read that language, their natural style will be of very low importance compared to the language barrier. This is a simple example, however, there are always many other factors to consider than just personal style so these tools should always be used only as an additional piece of information.

Proper use of any psychometric tool is to provide the recruiter/interviewer with prompts to begin more explorative and purposeful interviewing to help make a more informed hiring decision – not to ‘make’ a decision.

Important Note: The information contained in REACH reports describes certain behavioral preferences and tendencies derived from the participants’ self-reporting. While such patterns of behavior tend to be consistent over time, these can change based on circumstances beyond the scope of what has been measured by this survey. Therefore, this information does not represent a comprehensive measure of psychological traits, nor does it claim to represent a prediction of future behavior. No part of this information is intended to convey a psychological, medical, or psychiatric evaluation, and in no way is this information intended to convey an evaluation of employability. This information is intended to provide insight that is useful in coaching, team-building, and other aspects of professional development and training. No employment decision should be made based, in whole or in part, on the results contained herein, and no indication of suitability for employment should be inferred or implied based on the REACH Survey.