The Walmsley Group - Coaching & Consulting
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Our Services
 

The Walmsley Group provides leadership development, coaching and ongoing support to management and individual employees to create/provide/foster an organizational culture that motivates employees to collaborate with others and contribute to the knowledge base of the organization.

By coaching teams, executives and individual employees we are able to promote discovery of more effective methods of communicating and to model a collaborative approach to achieving extraordinary business results.

We work with you to create the right cultural conditions to achieve your vision and mission.

 

Services Available (Please click on the service for more information)

  • Executive Coaching

  • Executive Team Coaching

  • High Performance Team Coaching

  • Strategic Planning

  • Human Resources Consulting

  • Business Coaching

  • Mentor Coaching

  • Coach Training for Managers

  • Executive Integration Program

  • Coach Approach to Training: Sales, Coach & Leadership

 

For a complementary consultation on any of these services, please contact Marlene Durrell at 416-544-8722 or email at marlenedurrell@thewalmsleygroup.com


Service Descriptions

Executive Coaching

“Your ability to help me dive into my “less than obvious” needs and abilities helped me not only to make a decision, but to understand over time what I stand to gain from making the harder choices I face.”
John N, Senior Vice President


Executive Coaching provides the executive with a confidential, supportive forum in which to examine the options available and to decide on courses of action that will bring about the outcomes they want. The coach is a sounding board, catalyst and partner, providing space for exploration of the best course of action from the executive’s perspective.

The Executive Summit of the International Coaches Federation defines executive coaching as a facilitative one-to-one mutually designed relationship between a professional coach and a key contributor who has a powerful position in the organization. The focus of the coaching is usually upon organizational performance or development, but may have a personal component as well.
The coaching process creates space in the executive’s week to think strategically and create a vision and action plans to achieve outstanding results both for the organization and for themselves as leaders. As such, Executive Coaching then is both a process of leadership development and of organizational development. The impact of coaching the executive has a ripple effect on the whole organization.

The executive as a coaching client focuses on the business results they need at this time, the team behaviours needed to accomplish the results, the leadership challenges they’re facing in enhancing team and individual actions toward high performance and their own presence and balance.

Executive coaching typically includes 360 feedback and other assessment instruments to set a base line for growth and a measure of success ensuring that the outcomes are not only observable but also measurable.

Personal Outcomes may include improved:
Leadership Style
Decision Making
Time Management
Delegation
Team Leadership
Emotional Intelligence

Organizational Outcomes may include improved:
Collaboration
Efficiency/Productivity
Goal alignment
Business Planning
Succession Planning and Employee Development
Profit management

Clients achieve greater results in a shorter period of time as a result of the coaching relationship.

What is that worth?

Contact us to find out more about how Executive Coaching.

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Executive Team Coaching

"Coming together is a beginning, staying together is progress, and working together is success." - Henry Ford

Many Executive teams do not function as a team. They are often a collection of successful individual performers with functional responsibility and an interest in either maintaining or gaining recognition from the CEO and others within the organization. Sometimes this recognition is sought at the expense of other departments and even at the expense of the overall success of the company.

The team may be characterized by a lack of trust, competition and in some cases infighting rather than collaboration and synergy.

The foundational practices as well as the skills required to create effective teams are missing or have not been established with the team as a whole.

An executive team coach works with the CEO and the members of the Executive team
to identify areas in which this group of individuals needs to develop effective team practices that will create synergy and provide a role model to the rest of the organization.

Initially the team coach meets with the CEO and attends the executive team meetings to assess the strengths and areas in which the team can improve. The coach’s work with the team may involve off site workshops and individual team member coaching to help the team develop the skills and team culture required to effectively lead the organization.

The coach conducts assessments, observes the behaviour of all members of the team as they interact and provides feedback, information, exercises, and coaching to develop the skills and behaviours necessary to function as a high performing team.

Effective functioning of the Executive Team sets an example for all other teams in the organization. The members of the executive team are also team leaders within their departments and may be team leaders of cross functional teams required to produce business results. What they learn through the coaching of the executive team will cascade to the other teams in the company.

Contact us to find out more about how Executive Team Coaching.

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"Coaches are everywhere these days. Companies hire them to shore up executives or, in some cases, to ship them out. Division heads hire them as change agents. Workers at all levels of the corporate ladder, fed up with a lack of advice from inside the company, are taking matters into their own hands and enlisting coaches for guidance on how to improve

their performance, boost their profits, and make better decisions about everything from personnel to strategy."

 --Fortune, May 21, 2000