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Executive Coaching

Coaching and Mentoring are no longer buzz words, they are essential, but what makes Potential's offering unique is our use of various assessment tools combined with Neuroscience.

 

Potential guarantees that you will have an understanding of your own uniqueness and potential after the first session.

Potential will help you to get unstuck from your past and help you to give vision of your potential.

Executive Coaching and Development

A recent study by the Stanford Business School found that nearly two-thirds of CEOs don't receive executive coaching or leadership development. And almost half of senior executives in general aren't receiving any, either. Paradoxically, nearly 100 percent said they would like coaching to enhance their development, as both Bloomberg BusinessWeek and Forbes reported in recent articles.


So, why do CEOs and other senior leaders say they want coaching but don't seek it?


I think the answer lies in what they've learned to think coaching provides, in contrast to what they think they need. Both views create a gap between desire and action. Ironically, that gap is unwittingly supported by most coaching programs, themselves.


That is, most omit or misconstrue the core coaching element that CEOs need to grow their skills and effectiveness: Increased self-awareness, honest self-knowledge, about one's motives, personality capacities and values. The consequences of this absence play out in ways that diminish the relevance of coaching in the eyes of most senior leaders.


The higher up you go in companies, the more you're dealing with psychological and relational issues. Successful CEO leadership requires astuteness about others: their emotional and strategic personal drivers; their self-interest, overt and covert. These relationship competencies rest on a foundation of self-knowledge, self-awareness. And you can't know the truth about another without knowing it about yourself.


Self-knowledge and the relational competencies they're linked with are central to a CEO's ability to formulate, articulate and lead a strategic vision for a motivated, energized organization. Self-knowledge builds clarity about objectives; it fine-tunes one's understanding the perspectives, values, aims and personality traits of others. When that's lacking, you often see discord and conflict among members of the senior management team; or between some of its members and the CEO. (Extracts from the Huffington Post)


Self-awareness and the growth it supports, combined with such business perspectives and practices, can and should be the heart of executive coaching and leadership programs.


Though Caroline Engelke and Deon Brits each has their own unique style of coaching they both believe in achieving quick results and utilising each client’s unique profile to obtain sustainable results.