Alternative Partnership has established a strong reputation for excellence in leadership coaching, particularly in empowering leaders to mentor the next generation of leaders. Our ability to transform the mindset of both current and future leaders has become a hallmark of our success, driving growth and opening new doors for collaboration – this has delivery of leadership coaching at a leading university in the Yorkshire region. Considering our successes and progress, it is important to mark the moment, taking the time to celebrate and reflect on our journey so far.
In doing so, we want to offer readers a glimpse into the coaching approach used by our consultants, which has consistently delivered measurable results.
Why Leadership Coaching?
Choosing to work with a management coach is a clear sign that an organisation recognises the need for change—whether in processes, leadership approaches, or personal development goals. The coaching journey begins with this realisation and hinges on whether the participant approaches coaching with a sense of obligation or genuine desire. This initial mindset can significantly influence the overall success of the coaching process.
Seeking help to grow in a professional role isn’t a sign of weakness; on the contrary, it’s a mark of maturity. In fact, many experts agree that recognising the need for external support is an essential trait of great leaders. Recognising the need for and being receptive to outside support or coaching carries many benefits, both on a personal and organisational level:
- Self-awareness and Growth
- Objectivity and Fresh Perspectives
- Skill Enhancement
- Adaptability in a Changing Environment
- Confidence and Empowerment
- Increased Performance and Accountability
- Leadership Development
One of the key coaching methods we employ is the 360-Degree Review, a powerful tool to identify leadership strengths and areas for growth.
The 360-Degree Review: A Holistic Approach to Feedback
The 360-Degree Review process provides an objective assessment of a leader’s skills, as viewed from multiple perspectives across the organisation. This method addresses a fundamental truth: as the Scottish poet Robert Burns once wrote, “we never see ourselves as others see us.” Gaining insight into how colleagues, direct reports, and supervisors view an individual’s leadership capabilities is critical, as most leadership roles require extensive interpersonal interaction.
This process offers a comprehensive “snapshot” of the individual’s leadership effectiveness. Each reviewer’s feedback is influenced by their relationship with the leader and their position in the organisational hierarchy, which can result in a variety of insights. It’s important to note that how people perceive authority figures can shape the feedback they give, creating what we call a “lens” through which each person views the leader.
Confidentiality and Objective Insights
Some participants may initially want to know who provided specific feedback. However, confidentiality is key to the 360-Degree Review process. No single piece of negative feedback is brought forward unless it is echoed by several others. This ensures that the feedback reflects patterns rather than isolated incidents.
Key Areas Assessed in the Review
The 360-Degree Review evaluates leadership across several critical dimensions, including:
- Communication
- Availability and responsiveness
- Emotional intelligence
- Decision-making ability
- Relationships with staff, teams, and external partners
Within each of these areas, subtopics often emerge, such as time management and meeting efficiency. Participants receive ratings from “excellent” to “very low” in each category, with a focus on areas where consensus exists. In addition to numerical ratings, the review also provides actionable feedback, answering three key questions:
- What should the leader continue doing?
- What should they consider starting?
- What should they stop doing?
Together, these insights offer a well-rounded picture of the leader’s strengths and opportunities for growth. This feedback, more than just numbers, guides meaningful actions that drive leadership development.
Developing Communicative Leaders
As a manager or leader, there’s always something new to learn or a skill you can improve and develop. Organisations need to support managers and leaders in this development, but you also need to invest in yourself.
Getting formal leadership and management training will not only help you build your leadership skills, it will also help you grow in confidence, and increase your chances of career progression.
Alternative Partnership delivers ILM-accredited Leadership and Management training programmes to support you and your teams in gaining formal, nationally recognised qualifications.
Find out more about our current ILM courses here or get in touch to discuss how our services could benefit you.
