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Psychological Services – Individual
A counselling and coaching programme was devised for
a senior manager in a large multinational organisation. The individual
had been placed on Performance Management with a first formal warning
effected. The individual had a history of a perceived aggressive management
style, resulting in numerous complaints from peers and direct reports.
The individual was considered to be in denial of their situation, blaming
other team members and internal systems for the issues.
A series of six sessions was contracted with the manager, the first two sessions initially focusing on counselling to work through the denial and subsequent anger over their situation. Once the individual developed self-insight into the root causes of their aggressive defensive thinking patterns, and clearly recognised and identified trigger mechanisms in their current environment, they were able to develop alternative methods of dealing with their self-confidence, and ability to effectively manage their team, in a more constructive manner.
The final four sessions moved into a coaching process, where the individual was able to apply the knowledge and insight gained, to allow them to develop into a far more constructive and effective leader. Spacing the coaching sessions apart over a number of weeks allowed the individual to practice new thinking and behaviours, whilst also debriefing their progress. A subsequent team mediation session followed the individual programme, to work through any residual issues with the team. Subsequent organisation internal client surveys indicated that this manager and the team are now considered high performers within their business group.
A series of six sessions was contracted with the manager, the first two sessions initially focusing on counselling to work through the denial and subsequent anger over their situation. Once the individual developed self-insight into the root causes of their aggressive defensive thinking patterns, and clearly recognised and identified trigger mechanisms in their current environment, they were able to develop alternative methods of dealing with their self-confidence, and ability to effectively manage their team, in a more constructive manner.
The final four sessions moved into a coaching process, where the individual was able to apply the knowledge and insight gained, to allow them to develop into a far more constructive and effective leader. Spacing the coaching sessions apart over a number of weeks allowed the individual to practice new thinking and behaviours, whilst also debriefing their progress. A subsequent team mediation session followed the individual programme, to work through any residual issues with the team. Subsequent organisation internal client surveys indicated that this manager and the team are now considered high performers within their business group.