We can assist you and your agency find the right coach or facilitator to support the development of your senior leaders. We’re available to talk with you about your agency needs and advise the most suitable coach or facilitator for you.
LDC has valued relationships with high-quality coaches and facilitators across New Zealand. Over the past 16 years, we have worked closely with many expert leadership development professionals to develop and facilitate programmes and provide leadership coaching.
Through our partnerships, we know the specialist areas of many leadership consultants and stay up-to-date with the latest approaches in coaching and facilitating.
We also give advice on how to establish relationships with coaches and facilitators, including identifying appropriate credentials.
We have senior advisors available to assist you and provide details for the coaches and facilitators who match your needs.
Agencies are responsible for contacting the coaches and facilitators directly, where you can discuss their availability and rates.
Phone: 04 4732222
For agencies providing new people leader development, we can support you to engage a facilitator to help with the programme delivery. Find out more in Guide for agency HR teams: Engaging an external supplier.
Doing your homework first will help you choose the coach that is right for you. An initial meeting is the best way to find out about the coach’s credentials and if they fit with you and what you want to achieve.
Here are some tips to guide you in selecting your next coach:
Select two or three coaches that you would like to meet with before you make a decision. Ask them if they offer a ‘chemistry check’ meeting. Most coaches offer to meet with the potential coachee usually in a local café, to see whether there is a ‘fit’ and this is often referred to as a ‘chemistry check’.
During the chemistry check meeting, you can ask the following questions:
Check if they are going to be the right fit for you and help you achieve your goals.
What are their specialist areas? Does this match with the area you want to focus on? (e.g. change and/or transition, career management, managing work relationships, etc).
Do they have a 3-way meeting? Many coaches offer a 3-way meeting involving you, your manager and the coach both at the start and at the conclusion of the assignment. The content of the sessions is not discussed, but progress towards agreed goals can be established and then assessed later.
How many sessions do they usually contract for? It’s a good idea to avoid open ended assignments. Six to ten sessions for an initial contract would be typical. It’s also important to decide the frequency of the sessions, e.g. fortnightly, monthly, et.
Where will the coaching sessions be held? Many coaches use a centrally located office so that you can leave your work environment which can be an advantage by giving you time to think before a session. Other coaches may offer to do sessions by phone or Skype.
What does the Coaching Agreement cover?
A coaching agreement template is available in LDC's Coaching for performance toolkit.
Have they included the process around how to manage the coaching/coachee relationship? (This will include how confidentiality is maintained.)
What happens if you’re not satisfied with the coaching? What can you do if you want to end the contract or change to another coach?
Look for a Coach who has undertaken formal training and holds a specific coaching qualification that is accredited by the International Coaching Federation (ICF).
The professional coaching community recognises the ICF as an industry leader. Currently, the International Executive Coaching & Leadership delivers accredited programmes across New Zealand.
Coaches who have achieved such qualifications have demonstrated their capability and successfully passed an assessment process.
Mentoring is a relational process in which a mentor who has previous knowledge or experience in a specific area, shares this with a less experienced mentee, to support their development. The mentor, therefore, is a subject matter expert in the area that the mentee wants to develop. They usually engage through a series of focused conversations over an agreed time period.
Coaches are non-directive – that is, they don’t share their experience, guidance or offer advice. Solutions and learning come from the coachee’s reflections, prompted by specific questions from the coach.