Strategic Executive Coaching Drives Leadership Development at Leading Defence Technology Organisation
The Brief
A leading supplier to the Australian Defence Force, employing over 1,500 employees, including 800 engineers and technicians, engaged Future Leadership to provide executive coaching for their executives, general managers, and aspiring leaders.
The primary goal was to foster insight and self-awareness through multi-rater feedback and previously completed Hogan assessments, set clear self-directed development goals, and grow leadership skills within the organisation.
Improvement in Performance
Studies show that executives who receive coaching report a 70% improvement in work performance, according to the International Coaching Federation (ICF).
Increase in Employee Retention Rates
Companies that offer coaching and transition programs during restructuring or layoffs see a 60% increase in employee retention rates, as reported by the Human Capital Institute (HCI).
Faster Reemployment
Outplacement services and career transition coaching can reduce the time it takes for displaced employees to find new jobs by 50%, according to a study by RiseSmart.
Higher Return on Investment (ROI)
The ICF reports that companies receive an average return of A$11.85 for every dollar invested in executive coaching.
The Process
Future Leadership followed a stakeholder-centered coaching approach, which included:
- Stakeholder Meetings:
Initial meetings with key stakeholders, such as the CEO and Chief People Officer, to understand the coaching needs and goals for the program, and to agree on success measures, including ROI metrics. - Chemistry Meetings:
Organising a ‘chemistry’ meeting between the coachee and coach to ensure a strong working relationship. - Hogan Assessments:
Utilising the Hogan suite of assessments to understand behavioural traits and values, providing a foundation for the coaching process. - Targeted Coaching Sessions:
Conducting a series of six coaching sessions focused on individual needs, which may include leadership development, career progression, or confidence building. Additional models and frameworks were introduced to support the coachee’s development goals, with direction for skills practice and application. - Review and Feedback:
Reviewing goals, learnings, behavioural shifts, and success metrics at the end of the program, with check-ins with key stakeholders to ensure alignment and address any concerns.
Future Leadership's Average Participant Indices Across Coaching & Transition Clients
43% Increase in Self Awareness
Individuals’ awareness of motives, values, strengths and development needs
27% Increase in Motivation
Individuals’ motivation to apply learning, insight and further develop
29% Increase in Confidence
Individuals’ confidence in their abilities and impact as a leader
32% Increase in Role Clarity
Individuals’ clarity around success factors associated with their role
The Outcome
The feedback from the organisation was truly outstanding. As a result, Future Leadership seamlessly integrated into the organisation’s leadership development process and forged robust partnerships.
Currently, Future Leadership is coaching over five executives, with more to commence in 2024. The program successfully enhanced leadership impact and supported the growth of key leadership skills within the organisation.
