Management Team Coaching




Hewsons Management Coaching workshops have been developed as a service for our executive clients. Our primary interest is helping our clients to deliver successfully on the commitments and intentions they have for their organisations.

I am a big believer in outsourcing certain skills to the experts – so I am open to Hewsons proposition. I particularly like the credibility and experience of the Hewsons coaches and I respect their process. I trust them to work with my staff and I value their contribution to me personally, as well as to my business. I would advise any CEO or MD to seriously take a look at how coaching can expedite business goals and get members on the same page.
Sharon Williams, MD, Taurus Marketing
In our work with hundreds of CEO’s and Managing Directors here in Australia, and overseas, we have observed that they get excited by the new and effective tools and strategies they have learnt and see real, bottom line value in giving their management team access to them.

The exponential performance value that gets created when the senior leadership of an organisation share the same learnings and language is extraordinary.

We have also observed that the development of a business’ management people is most effective when the head of the company or division is willing to undergo their own development, either prior to or in parallel with their people.

The dynamics of an organisation are directly created by those at its top. If the development doesn’t include those people then it won’t stick.


Key Services

Engagement Coaching Workshop


Advanced Coaching Workshop in Leadership, Accountability and Communication


Productivity Coaching Workshop



Engagement Coaching Workshop

 Having people fully engaged at work is one of the key challenges for CEOs and Executive Teams in business today.

There are many tools currently in use by organisations to cultivate engagement.

These tools range from flexible working hours and pay increases to engagement surveys, corporate missions and values.

Yet research done in Australia and overseas in the past 20 years has consistently shown that a significant percentage of employees remain disengaged.

So what’s missing?

In the IT industry there is an emphasis on ‘hard skills’ (technical) and little on the ‘soft skills’ where often the biggest challenges show up. This is where the work with Hewsons really helped performance. I have learnt why people act and react the way they do and can now act and communicate in more positive ways. We have better team work in my team now. Issues are resolved quickly and this has saved much time and effort. We achieve better outcomes for the customer and the relationships with other parts of the company are much more positive and productive.
Matt Henderson, Storage Services Manager, CSC Australia
The challenge is by no means simple. A range of complex factors influence a person’s level of engagement, and many of them are outside an organisation’s realm of influence.

Hewsons' view is that a person’s point of view determines what they see, what they do and what they produce.

The only way to alter behaviour – and thus the level of engagement – is to alter that view.

For example, when a person’s view of their situation is that they have no say, or power, or space to contribute then engagement is difficult, and a climate of overt and covert complaints can thrive.

The key word here is ‘view’.

Although organisations create structures and opportunities for their employees to have a say, to participate and to contribute, frustratingly, a lack of engagement and prevalence of complaints still exists.

The Workshop:
  • Allows people to see the view they are operating from and the way in which it is constraining their engagement, performance and satisfaction at work.
  • Gives people an opportunity to identify their personal comfort zones, automatic behaviours and actions which inhibit engagement.
  • Helps people invent an expanded view which allows them to go beyond their comfort zones and exhibit behaviours and actions which are consistent with engagement.

Structure:
  • one 2 day workshop and
  • four 1 hour, one on one, executive coaching sessions over the phone.

One of the one hour sessions is held prior to the workshop to prepare the manager to get the most value from the workshop.

The other three are held after the workshop to support participants in implementing the outcomes of the workshop.


Advanced Coaching Workshop in Leadership, Accountability and Communication

Are you frustrated by your managers' lack of responsibility and accountability?
 
Would greater levels of leadership from your managers significantly aid the success of your business?

In Hewsons Engagement Coaching Workshop, participants are introduced to powerful leadership attributes such as operating with integrity, being responsible, being pro-active in communicating to resolve issues, seeing matters from another’s perspective and effectively engaging others.

My interaction with clients and my MD are now open and effective and when I find myself slipping back into my old ways I can usually catch myself in the act instead of justifying my actions. Where I was being right and judgmental I am now listening to others point of view, where I was making others wrong I am now looking to see what part am I playing in the problem and what action I can do to actively resolve the problem. I feel calmer now where there was stress before – it is like looking at the world with new eyes.
David Colwell, Production Manager, Taurus Marketing
The development of these attributes is also the beginning of the journey to expand a person’s ability to be accountable.

The Advanced Coaching Workshop in Leadership, Accountability and Communication builds on the work begun in the Engagement Coaching Workshop by exploring in more depth the areas of performance that are key to building people's reliability:

The ability to operate at high levels of integrity.
  • Awareness of and responsibility for automatic behaviours that displace leadership and accountability.
  • Creating, choosing and implementing new actions and behaviours that are consistent with leadership and accountability.
  • Being responsible for one’s actions and behaviours and the positive and negative impact one has on others.
  • The capacity to influence and engage others effectively through communication.
  • Empowering others to lead, including being effective at ‘managing up’.

Participants in the Advanced Coaching Workshop need to have completed Hewsons’ Engagement Coaching Workshop or a programme of Individual Executive Coaching.

This workshop consists of 16 to 20 hours of sessions and the format can be designed to work inside of the organisation’s practical and logistical requirements


Productivity Coaching Workshop

Every year for the past four years I have had to chase members of the management team for their reports so I could produce Board papers for my GM. It has caused us both a lot of stress and extra work. Since the management team participated in the Hewsons Productivity Coaching Workshop, not only have the reports been submitted on time, they have been submitted ahead of time allowing us to get the board papers to the board ahead of time with no stress. This is a major achievement for our organisation!!
Nicole Widdison, Executive Assistant to GM Central West Catchment Management Authority
How many managers have you seen who are struggling under the burden of an ever increasing workload?

Their email inboxes would sink a ship............. their to do lists are ever-lengthening.

They feel overwhelmed, frustrated, disempowered.

For them, there seems to be no light at the end of the tunnel.

Productivity is a function of both context and content.

A person’s worldview, or frame of mind, directly impacts how they work, and how effectively they work.

If both aspects – context and content – are not addressed, it is not possible to achieve a sustained increase in productivity.


Hewsons' Productivity Coaching Workshop specifically aims to produce a dramatic increase in productivity by addressing:
  1. Identification of clear productivity measures and the benchmarking of those measures so that there is a clear basis from which improvements can be empirically measured.
  2. People’s capacity to behave productively across the range of tasks and challenges they have, e.g. delegating effectively, holding others accountable, dealing directly with conflict or confrontation.
  3. A system of tools and techniques for managing their job productively.
  4. Developing the leadership’s capability to champion and bring intention to the introduction and maintenance of productive tools and techniques.

Participants in the Productivity Coaching Workshop need to have completed Hewsons’ Engagement Coaching Workshop or a programme of Individual Executive Coaching.

Workshop structure
  • 2 to 8 hours for the establishment of productivity measures and structures for benchmarking those measures in advance of the first group session.
  • A one day group workshop to shift people’s worldview of productivity and to introduce new tools and techniques to have them being more productive.
  • 3 one hour, one on one coaching sessions over the phone, after the workshop to support each participant in implementing the outcomes of the workshop.
  • Up to 30 hours of advanced coaching for the senior managers in the group to develop their leadership capacity in driving the implementation and expansion of the change.

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