Who is this for?

We don’t see the world as it is we see the world as we are

Master Business Coaching suits leaders who reach a stage in their career where they have achieved enough experience to make them an expert in their field. The magical rule of thumb tends to be 10,000 hours of practice.

Are you a competent leader and manager? Have you evolved to a stage where you have graduated in others perceptions to being a strong and highly competent leader?
 
The chart below illustrates the four levels of career development as

  1. Starting out: this stage is a graduate or someone starting out. The developmental focus at this stage is learning to be technically competent and understanding the “rules” of the industry and the organisation.
  2. Emerging is the next stage, which is defined as learning to translate the “rules” into practice in the role. The individual develops an understanding of what needs to be done and how to go about doing it.
  3. The next stage is called competency. This is where the individual develops real experience. They have at least 10,000 practice hours a key aspect of what it takes to develop talent and exhibit leadership and management capability.
  4. This final stage called confirmation is when the leader has attained confirmation from peers and seniors both internally and externally to their organisation that they have demonstrated their abilities as a leader, manager and technical expert. The development focus for these individuals is to work on who they are at the core, at the level of their identity as they see it.

Individuals nearing the end of stage 3 or in stage 4 of their careers are best suited for utilising Master Business Coaching by developing who they are not what they do.
 
Leaders in stage 3 and 4 who continue to train or be coached in more industry knowledge, management and leadership skills over do it. They trigger the law of diminishing returns that states to continue to do the same thing after a certain level of performance has been reached will result in a decline in effectiveness. This results in a waste of money, time and effort.

Matching Talent Development to Coaching Focuses © Cindy McClure 2013

Career Stage Development focus Coaching focus Outcomes
Starting Out Technical know-how. Understanding what needs to be done and “the rules” of the game. Understanding what forms part of the role and what competence looks like.
Emerging Industry & subject matter competencies. Developing an understanding of what needs to be done and how you as an individual go about doing it. Development and expansion in competency.
Competency Industry, subject matter, leadership and management capabilities Development of expertise in doing what you do. You have done your “10,000 hours” Strong competence, exhibiting leadership and management capabilities.
Confirmed & Recognised Leader Who you are.
The core of you in all you do.
Your identity as you see it. How who you are relates to others and in what you do.		 Who you are to yourself and others. How this impacts on everything you do and your success in doing it. The chance to be “amazing”, the difference between Roger Federer and a fully “competent and experienced” tennis player.