Client is Head of a specialized People & Culture function at a global professional services company. Client had joined company a couple of years earlier from a different industry and was struggling to understand how to get things done and fit into the culture. She felt undervalued for her experience and had previously been promised a promotion which had not happened partially due to a change in her direct manager. Reporting to the new CHRO she did not have a strong relationship and felt misunderstood. Her goal was to achieve recognition for her experience and contribution through achieving promotion to associate director.

Coaching Approach

Over a twelve-month engagement period we had twelve coaching sessions, including three triangular sessions with her manager the CHRO. In the initial triangular the CHRO was asked to specify the criteria that client needed to demonstrate to gain her support for promotion. These included gaining a better understanding of the downstream business impact, increasing her profile in the broader community and engaging others along the journey, which became the coaching goals for the engagement. Throughout the year we discussed the projects she was running and the relationships she was building in the context of these three goals that became the markers that she was ready for promotion. The client also suffered from sleep deficiency and poor work-life balance, so we regularly worked on strategies to address these wellbeing aspects that affected her job performance.

Outcomes

Client had many insights through the process of achieving these goals, one was that it was “culture not competence” that was holding her back. She became angry and frustrated when she felt things were not right, so we tackled this “black and white thinking” pattern which led to defensiveness by reframing why it was important in others’ language. Learning to speak the company’s language was an important way for her to demonstrate better cultural fit and understanding of the downstream business impact of her projects. Strengthening her key stakeholder relationships was also an important outcome which provided insights into her effectiveness and support for her promotion. In the final triangular the CHRO was satisfied that her goals had been achieved and the client was put forward for the promotion which was approved.

Coach Feedback

“Richard’s observations, insights, tips and tricks are wonderful!  We achieved the goal we set out to achieve, and I learnt so much along the way.

I always looked forward to my sessions with Richard; and preparations for them kept me on track – I still refer to the thinking and planning Richard recommended, and now apply those principles in different areas.

I’m very grateful that Richard kindly and generously remains available for any musings into the future. Thank you again, Richard! So pleased I had the opportunity to receive your coaching.”