CEO Today Executive Coaching Awards 2024 - UNITED KINGDOM - - 28 - amazing ecology and space to think and breath. Change is a constant and demands ever increasing amounts of time, mindset shifts and embodied energy of leaders and their organisations to be able to deal with ever increasing complexity to meet the needs and demands of their environments in a post-conventional way. The team I have built has been achieved through relationships and networks. Primarily through seeking out and collaborating with independent like-minded souls who share a similar passion for change and are committed to supporting organisations who chose to develop their leaders and teams to grow, learn and adapt in response to an evolving world. My practice has been built through long-term engagements with several independent and mutually sustaining partnerships over the years. My practice includes operating as a non-executive director, senior management consultant, executive coach, programme director, faculty member, adviser and associate. My partnerships and fellow travellers include Case Leadership, Neish, Wondrouspeople, Holoschange, Renewal Associates, Resident Coach, Presence Based Coaching, Forton Group, SchoolforCEOs and my own independent work as a consultant and executive coaching practice where I have been recommended or known to the senior leaders across multiple sectors, charities and not-for-profits internationally. Teaching and Learning has been a major part of my practice and career, including completing 12 years as a non-executive director and chair of court at Edinburgh Napier University (No.1 Modern University in Scotland). How do you measure a client’s success, and do you work with a specific approach? Typically, the work is measured by evaluation, observation, feedback, impact and whether the coaching goals were accomplished. Within my coaching practice it will include the co-creation of a context, a project for coaching (a commitment) and a curriculum (coaching outcomes) of learning, experiments and practice as part of the coaching relationship. Regular check-ins and mid-point reviews in the coaching process are a key feature. Measurement will typically include the use of 360 feedback tools, other forms of leadership and psychometric assessments, line manager, board and team feedback to understand how the client occurs for others. Larger client interventions will often include other forms of learning evaluation methodologies especially on multi-year projects including the Kirkpatrick Model, surveys, independent audits, focus groups, interviews, post assessment learning, retaking 360 assessment tools to calibrate change, for example the Leadership Circle Profile. June is incredibly incisive, she uses her incredible experience to know what the issue is before you do! This means that June can help unravel a situation and show you the best route forward and how to ensure that you take the learning with you for future events. June has a particular ability to converge the theoretical principles with a clear perspective on a live experience and nudge you to the right conclusion. June even navigates the process so that you are left thinking that you came up with the answer yourself - a humble genius! Senior Marketing & Partnership Executive. TESTIMONIAL
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