Executive Coaching Program Strengthens Leadership and Self-Awareness at a Leading Australian Bank
The Brief
A values-based financial services provider, committed to creating mutual prosperity through positive economic, social, environmental, and cultural impact, engaged Future Leadership to provide executive coaching to one of its functional leaders reporting into the Group Executive.
The goal was to enhance leadership impact, foster self-awareness, and navigate the challenges of leading a large team, particularly during the COVID-19 pandemic.
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 implemented a structured coaching program with the following key components:
- Pre-Session:
A ‘chemistry’ meeting was conducted, followed by the completion of the Hogan Personality Inventory and Hogan Development Survey. - Coaching Session 1:
The session focused on debriefing the Hogan tools and exploring the leader’s goals for the coaching engagement. - Coaching Session 2:
This session involved reflecting on the debrief session, exploring workplace challenges, setting 1-2 development goals, and defining measures of success. - Coaching Session 3:
Models and frameworks were introduced to support the development goals, with direction provided for skills practice and application. - Check-In Meeting:
A triad session was held with the leader, their manager, and the Future Leadership coach to review progress and adjust the development plan as needed.
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 coaching is ongoing, with the client demonstrating strong leadership, particularly during the challenging times of leading a large team through the COVID-19 pandemic.
Future Leadership continues to evaluate leadership performance through regular triad check-ins, ensuring the leader’s development aligns with both personal goals and the organisation’s broader mission.
