ASX 30 Company – CEO Succession Coaching
Coaching great leaders to achieve their aspiration
I have had a long-time association with Lyndal spanning more than 10 years, where Lyndal has played the role of personal coach as well as adviser on business change.
Lyndal is extremely personable with a calm and professional approach. She balances a structured ‘whole person’ coaching approach, supported by probing and challenging questions, with a healthy dose of self-reflection. Lyndal adopts a similar approach to running inclusive workshops to get to the heart of the drivers and challenges when leading business change. I would happily recommend Lyndal to anyone seeking professional coaching, or experienced business ‘partnering’ when embarking on significant change program.
Group Executive Leader
When an ASX30 company sought to prepare a select number of executives for a potential CEO role, Lyndal was selected by two of the executives. The company was seeking growth, international expansion, as well as preservation of its cultural strengths. It is a dominant player in the Australian market, and the selection of its highest level of leaders was of paramount concern.
We offered coaching that met the needs of the senior executives
There was an agreement of regularity, for momentum, however, within a flexible framework. A tranche of eight sessions were agreed with each being 1.5 hours. This length of time gave depth to the conversation. Each session was followed with emailed notes, reading, resources and action-based homework. As much as preparation by the coach for each session was important, it was the agility that only deep experience can bring, that allowed the coaching sessions deal with the immediate and pressing needs of each executive on the day. The complexity of context and role for this level of leader must be understood quickly and effectively.
We used robust approaches, based in science and evidence
Assessment is only used as purposeful. For one coachee we offered a strengths-based and leadership impact psychometric assessment. The other coachee did not require assessment as a starting point for their coaching goals. We use judgement in the selection of assessments, and ensure they are of the highest scientific validity – ‘gold standard’. A highly interactive coaching approach is used. As examples we used mind-mapping of goals and complexity, capturing thinking on a 2m long whiteboard and reflection/prioritisation against values cards. Active gathering of feedback was undertaken by the coachee themselves, to reinforce open conversations within the company.
Clarity on actions around immediate priorities, impact on the organisation, and definition of the next step in their leadership aspiration. A further tranche of coaching was sought by other executives, to space the sessions over a six-month timeframe, to force further reflection and reinforcement of new actions and learning.