Aims and objectives of Leadership Excel

Victoria A Vaughan FCIM FInstLM is an Executive Coach and Marketing Mentor and trades under the name of Leadership Excel®. She is a Fellow Member of the Institute of Marketing which places her within the top 1% of marketers worldwide.

The aims of objectives of LeadershipExcel® are:

  • To help female and male leaders excel in their roles; promoting authentic leadership, leading with purpose to inspire and motivate others.
  • To break down the gender gap between male and females in Science, Technology, Engineering and Mathematics (STEMs) jobs by working with leaders within organisations to transform to diverse, highly effective cultures.
  • To encourage more females to stay within Science, Technology, Engineering and Mathematics (STEMs) jobs by developing their leadership skills and making them feel confident to lead within a male dominated environment.
  • Helping new leaders to excel in their new roles; through learning new leadership skills and behaviour and creating effective strategies to overcome new challenges.
  • Currently the UK’s productivity level is 18% below other members of the Group of Seven advanced economies. Therefore, Leadership Excel® is working hard to play a significant part in increasing the UK’s productivity before 2030, through executive coaching, marketing mentoring and educating leaders through speaking opportunities.
  • To improve the current success rate of new leaders within their leadership roles. The Centre for Creative Leadership states that: “Estimates of outright failure (in leadership transition) within the first 18 months range from 38% to over half, and many more executives fail to be as successful as was predicted in the hiring or promotion phase. In most cases, these are leaders who have demonstrated prior success and who have shown high intelligence, appropriate initiative, and considerable business savvy.”
  • To help organisations to introduce KPIs which encourage teams to ask the right questions, rather than focus on failure and quick fixes.
  • To promote Triple Bottom Line in all coaching and marketing activities.
  • To promote and improve well-being in all organisations we work with.
  • To transform company culture through connecting Senior Management Teams with their stakeholders.

 

Victoria’s executive coaching style

Victoria’s style is not pushy. She expands your thinking space and then the actions look after themselves. See Victoria’s profile.

Many leaders are so focused on finding quick fixes, that they forget to take time for reflection; instead they focus so much on the answers that they don’t ask the right questions and often miss the obvious, resulting in poor leadership performance.

Victoria uses a combination of deep listening, solutions-focused, deep questioning and reflection which allows critical thinking time for strategy making to grow your brand, develop essential leadership techniques and/or overcome challenges.

 

 

 

Creating a safe environment for executive coaching

Promoting confidentiality and integrity are critical to my coaching practice.

 “The brain actually operates differently when any type of threat is perceived, real or imagined. It uses less of the sophisticated creative thinking activity that comes from the neo-cortex, and resorts instead to basic, survival-type thinking that comes from the reptilian brain stem area. And when this happens, people’s capacity for learning, understanding and creative thinking drops like a stone.” (Parkin M, 2009).

Therefore to ensure my clients feel completely at ease and open for coaching:

  • I am a member of the European Mentoring and Coaching Council and introduce clients to the EMCC Code of Ethics which I abide by.
  • Before coaching or mentoring commences, we both sign a coaching contract which outlines professional boundaries and the commitment required from both parties.
  • I use clean language (not leading) throughout our sessions
  • We all have different learning styles and I have been trained to spot these through informal and formal learning style assessment.
  • All professional executive coaches have coach supervisors in order to develop their skills and discuss issues. When I discuss cases with my coaching supervisor, I do not disclose any names – everything discussed is anonymous.
  • During coaching sessions, I encourage my clients to use initials instead of full names so they can talk freely and in more detail.

Aims and objectives of mentoring

Sometimes clients become stuck and unable to successfully crack their limiting assumption.

This might be because of a deeper issue, which we would explore through deep listening, questioning and reflection. However, sometimes, becoming stuck might be simply because of lack of information in a certain competence. In this case, with permission, I will step into mentoring mode and provide a key to unlock limiting assumptions which may be through working through problems using a coaching or marketing model.

Once we have unlocked any blocks, we step back into coaching mode and take the session to a much deeper level. I am qualified in both Masters Level 7 in Executive Coaching (FInstLM) and Mentoring and Marketing (FCIM) and will therefore will know the best tools relevant to your situation to overcome challenges.

Commitment to equality and diversity

Diversity and equality are essential in executive coaching and also to excel within your leadership role. I am also aware that my clients may have an issue with diversity and that I may come across coaching situations where clients do not have such a commitment. As a coach, I am not judgemental and we have been trained to unlock racial views which might be causing limiting assumptions for our clients, including considering how the client’s prejudice is related to their goals and discussing stereotypes.

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