Elevate your team with proven coaching outcomes

DDI’s 2021 Global Leadership Forecast research report identifies external coaching and developmental assignments as the two most desirable learning modalities (48%), while 42% are eager for assessment to help them identify their development areas. Importantly, coaching also delivers business benefits. Research by the International Coach Federation (ICF) shows coaching often generates an ROI of between $4 and $8 for every dollar invested.  

In addition, companies see improved customer service, improved retention, and bottom-line profitability. Coaching leads to increased trust, personal wellbeing and increased confidence and capacity to positively influence people.

With Keogh's coaching and ongoing support, I remain focused on the value of lifelong learning, feedback, self-reflection and surrounding myself with great people that will keep me balanced through many years and opportunities to come!

Kristine Leo, China Country Manager | Chief Representative, Woodside Energy

Find your strengths

As part of the discovery process, you will explore your strengths and goals and integrate these with business needs. Where relevant, we include your manager to confirm what successful coaching outcomes would look like for you and the organisation. This ensures a shared vision for success and enlists the support and involvement of your manager in your learning journey.   

Feedback from psychometric assessments provides a foundation for development plans that reflect your strengths and keep your growth journey in mind.  

Committing to your goals

Combining your needs with those of the business, relevant assessments, self-reflection and a manager’s input allows us to scope out your journey together. Using the Wisdom Wheel as a basis, you will develop compelling stretch goals supported by a bespoke and holistic development plan. Together, we work out how best to pursue your goals and how progress will be measured.

We'll celebrate with you

Regular coaching sessions are underpinned by a philosophy of building a leader’s capacity for self-learning and growth. We will encourage you, hold you accountable, celebrate your progress, reflect on your learnings, and, where necessary, modify your development plan. Input from key stakeholders like your manager and your team will be sought where agreed to know whether your efforts have the desired effect.

Ian Geddes

Speak directly with:

Ian Geddes

Senior Consultant

ian@keoghconsulting.com.au

Frequently Asked Questions

1. What is the difference between a coach and a mentor?

A coach guides the coachee to come up with their own solutions. Coaching involves partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential’ (International Coaching Federation definition). It supports our purpose of amplifying human potential to accelerate transformation. A good coach believes that the client has all the resources they need to maximise their potential. The role of the coach is to partner with the client and challenge and inspire them to come up with their own answers. They are NOT an oracle or a guru. They help you to become your own guide.

While a mentor has the knowledge and supports the mentee to become an expert in a particular area. e.g Business Acumen. More information can be found in our article: Do I need a Leadership Coach or Mentor?

2. What does a mentor do?

A mentor offers advice and counsel on areas where an individual needs to grow knowledge and connections. They may have a high level of technical experience in the person’s area of business or be particularly successful in a field of business management. For example, leadership, strategy, culture transformation, digital transformation, innovation. A mentor is usually someone who has walked in the shoes you aspire to walk in (metaphorically speaking). You’ll seek them out because of their particular experience in a field or area of expertise which resembles your own.

3. What does a coach do?

A coach allows a person to work through their own challenges or areas of need, They offer clarity and perspective, guiding the individual to finding their path to success. Coaching typically involves a focused and planned relationship in which the coach guides a person to achieve greater self-awareness through reflection (e.g. evaluating actions, decisions and questioning mental models). It’s a coach’s job to ask questions that will challenge your thinking, stretch and push you when needed, and continue to hold the mirror up. They will encourage you and hold you accountable.

4. What are the key aspects of personal development?

At Keogh, we encourage individuals to look across all aspects of their life and focus on a few key areas that they want to focus on. Using the Wisdom Wheel, individuals can ask themselves what they can focus in the areas of Emotional Intelligence (EQ), Spiritual Intelligence (SQ), Physical Intelligence (PQ) and Technical Intelligence (TQ). How healthy is the person’s relationship with themselves and others (EQ). Our wisdom wheel encourages you to look at all aspects so that you have a balanced perspective on growing your whole self.

5. How do you establish personal development goals?

There are a number of ways you can establish personal development goals. A good first place to start is to explore all areas of your life. What aspects of your life do you feel need more attention? Do you need to spend more time with your family, or could you do with improving your financial or physical health? Consider both your current unique circumstances and your future plans – what are the roadblocks in achieving these goals?

We use many models and approaches to help you develop inspiring goals you can work towards. The Wisdom Wheel is one such model, but we also use tried and tested models like GROW to help you articulate goals that are motivating for you. Once these goals are established, we then support you in developing strategies to achieve.

6. When should business leaders pursue personal development?

Keogh Personal Development Programs are designed to challenge, confound, captivate, inspire, excite, transform and propel individuals at any level. The opportunity to grow and develop your talents in all areas results in renewed energy and the capacity to achieve at a higher level than you previously could. Personal development support should be an ongoing pursuit, but it is highly recommended at transition points in your career. For example, if someone is transitioning from a technical role to a leadership role or when someone is moving from operational leadership to a strategic leadership role.

7. What's the difference between personal and professional development?

Professional development is about developing the skills relevant to the persons’ role or future roles. It is often beneficial to both the recipient and the organisation they work for.

While, personal development focusses more on growing inherent skills, behaviours and personality traits that transfer to improvement and satisfaction in all areas of that person’s life, be it at work, home, or socially.

"Their involvement since has been more open, honest, and as peers of the board."

Ian Kuchel | Director, GPA Engineering

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