Leadership Coaching


What is leadership coaching?

As a leader, it can be lonely at the top.

For optimum performance and effectiveness of an organisation, leadership development is not just about technical capability; it is also about emotional intelligence, people skills, self awareness, self management and motivation.

Leadership Coaching is aimed at leaders seeking personal growth and in turn organisational development, with the purpose of empowering, equipping, and motivating corporate entities to perform their best and reach their highest potential.

A coach will help individuals and teams within an organisation enhance their skills and capacities required to perform their work in the best possible way contributing to the organisation’s bigger vision and goals.

Coaching will help unite an organisation to develop essential competencies such as people skills, time management skills, leadership skills, and emotional maturity.

More importantly, it will help equip leaders and managers to set the direction to success and steer everyone to a path towards it.

"Empowering, equipping, and motivating corporate entities to perform their best and reach their highest potential."
Alyson Gainsford

Why leaders engage a coach:

  • As a leader, you see a need to enhance your leadership skills including emotional intelligence skills.
  • Your organisation needs enhanced communication skills. Poor communication and leadership skills can result in increased conflict, customer complaints, staff grievances, low morale and/or high staff turnover.
  • You have managers who are passionate but lack leadership and inter-personal skills.
  • You have skilled leaders who seem to have lost their passion.
  • Your leaders and staff are facing burnout and urgently need work-life balance.
  • You have staff who are unable to keep up with organisational changes, or some refuse to.
  • You desire to begin and establish new organisational initiatives.

Other reasons to use executive coaching include leadership development, supporting leaders through change, develop high performing teams, development of behavioural traits, self awareness, self management and motivation, developing empathy and self regulation, transformation of teams, resolution of conflict, strategic planning, career progression, increase performance and sales.

Most struggling organisations may refuse to acknowledge their need for outside coaching and support.

They spend time and effort, and even lose valuable staff trying to pull things back together and act as if everything is running smoothly.

Sadly, problems are not always solved on their own and not every staff or manager will change overnight.

Outside coaching allows leaders to stop for a while and be true to themselves and really acknowledge their strengths and challenges.

With the appropriate environment set by the coach, a leader is in a better position to assess why things haven’t been working well professionally and even personally.

And draw out concrete solutions to move forward.

It is also opportunity or high performing leaders who wish to continue to grow and challenge themselves.

Top 13 reasons leaders engage a coach:

Improved leadership.

Improved leadership capability, personal effectiveness and confidence.

Insights and understanding.

Gain insights and understanding into leadership behaviour style and that of their team.


Development challenges.

Address unique development challenges faced by both experienced and aspiring leaders.

  • Insight into leadership behaviour and style.
  • Developing new leadership skills and capabilities.
  • Improving relationships.
  • Increasing problem solving skills and enhance ability to overcome barriers.
  • Improve ability of the team by leading a cohesive team.
  • Increased growth and development.
  • Ability to handle new challenges.


Improve and correct management behaviour.


Increase success.

Increase success of newly promoted managers.


Enhancing ability to handle change, environment and competing priority without burning out.

Enhancing a leader’s ability to overcome barriers to change.



Break through boundary conditions of your thinking, release limiting beliefs that are no longer working for you, your team and organisation.

Organisational success.

Enhancing staff performance that contributes to organisational success.


Renewed and improved.

Renewed staff commitment, improved confidence and productivity.

Enhanced relationships.

Better customer service and enhanced relationship with clients, customers and community.

Effective communication between staff and leadership team.


Better understanding.

Better understanding of new organisational goals, direction and strategic planning.

More focus on solution-oriented activities.

Improved business productivity, performance and results.

Increased strategic thinking including better strategic systems and processes in place.

Sustained change.

Sustained change in both personal and organisational performance and results by going beyond previous boundaries.


Creating a more balanced life.

This is perhaps one of the hardest things to achieve in life.

Juggling personal growth, career, family, health, relationship, recreation etc can be a huge balancing act that’s not at all easy.