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July 8, 2014 By Isla Baliszewska

The Viability Test

The Viability Test

accountablilityThe Financial Reporting Council has come up with another small headache for business owners.  In an attempt to improve on the current ‘going concern’ statement that Directors must tick in current year end accounts, the FRC has hit on the idea of getting Directors to commit to saying how long they think their organisation will stay viable.   Under the proposed new code a company board will have to state that the company is viable for ‘the foreseeable future’ and to identify how long that ‘forseeable future’ is.

What we are looking at here is accountability.  How accountable Directors and Boards should be.  To mix metaphors the waters here are a bit muddy and a thesaurian battle of words; to what extent should company Directors be making assertions, declarations, affirmations or committed statements about the future solvency of their business?   The FRC started this review last year in an attempt to clarify what ‘going concern’ actually means, and the distinction between the assessment of the company’s health when preparing the accounts and the assessment of the risks affecting its continued trading.  The consultation has been through several rounds so far and has been less than enthused about by the Institute of Directors, whose corporate governance advisor Oliver Parry said ” It would be difficult and unrealistic to think that a company could predict the future beyond 12 months.”

It goes without saying that there should be clear lines of accountability in organisations, however as yet no-one seems to be agreeing on how this accountability should be worded.   Accountability is about integrity and ownership of our actions, being responsible for the decisions we make.  This is relatively simple when it only involves us, the one person, but it is much harder when taken to an organisational level.

 

 

 

 

Filed Under: News, Uncategorized

November 23, 2013 By David Rigby

Five essential attributes of excellent CEOs

 

There are many different views as to which attributes are essential to be an excellent CEO.  Take a moment out from your busy urgent day-to-day business and consider some issues which are important for business leaders, issues which others rarely – or dare not – ask them, and that with the pressure of business, they may not often askthemselves: Awareness, Vision, Imagination, Responsibility, and Action. 

Question yourself

 

  • Do I really know what is happening within my organisation, and outside? Can I make sense of it?
  • What is the extent and limit of my responsibility? Am I responsible for the common good?
  • Is this the right thing to do, and is there an alternative to the corporate governance model I am used to?
  • Who will I be in the next decade or two?

 

Working in organised facilitated groups with your peers and away from your day to day colleagues is a great way to find help from outside.  Working with a coach is another way to help you find the inner recourses to help you face the challenges.  This is not just about your business, this is about YOU.

You need to

  • Expand insight into the challenges responsible business leader and enterprises are likely to face in the future and leave with a point of view
  • Stimulate and reinvigorate your identity
  • Develop a vision to change your game

Consider these topics and ask yourself what you already know

Awareness

Follow the path from the outside world of the corporation to the inner world of the top executive

  • How others view what a top executive’s job is today, or what your job is
  • Leadership in uncertain times
  • Assessing one’s own top management paradigm
  • Managing contention, short-term changes vs long-term transformation: top-level practices

Vision

Visualise tomorrow’s managers, organisations and global economy

  • Alternative models of the business-society interface
  • The global corporation and its critics: coping with critics from outside and developing a dialogue integrated into strategic logics
  • Investing another world vision, another paradigm and imagining its implications
  • Corporate governance and its future

Imagination

Be bold and creative but selective

  • The role of imagination in strategic thinking
  • Size of pie and not only share of pie
  • Beyond confrontation: learning from our contradictions, managing “dualities”
  • Alternative competitive logics

Responsibility

Redefine what it means to be a CEO (different CEO vs. better CEO)

  • Delivering high performance
  • Developing organisational capital and executive talent
  • Accountability and responsibility – where to start and where to stop?
  • The corporation and the common good: implications for corporate leaders

Action

Commit to the discipline to act

  • The implementation challenge
  • Re-invention and the relevance of ‘practical’ theories for action
  • Articulating commitment and engaging with coaches for follow-through

Rather than simply attending a classroom based course, take a series of structured workshops challenging  alternative answers through a variety of interactive methods including: roundtable discussions, team work, panel discussions and interpersonal peer exchanges, or for more intensity use 1-1 coaching  to increase your executives’ capacity to master the complexity of the CEO’s job in the context of an ever-changing global environment.   Ask us for more details

 

Filed Under: coaching, leadership, News, Uncategorized

September 12, 2012 By Isla Baliszewska

Redundancy Support

One of the services we supply is support for people whose jobs have been made redundant: particularly in situations where people are looking not just to find a similar job to their previous one, but want to review their career direction in the light of their strengths and interests.

Richard Hovey, one of our coaches, has been asked to join the Redundancy Support Service provided by the Chartered Management Institute for their members.The CMI seek to develop leadership excellence among their 90,000 members and this extended service provides support for members facing redundancy.

We’re pleased that this appointment recognises the quality of service we provide, and presents new opportunities to support people in developing their careers.

Filed Under: News, Uncategorized

June 27, 2012 By Isla Baliszewska

Coaching for High Growth government grant

Our most popular grant scheme (the Leadership and Management Advisory Service) ended in April and the new batch of grants focus on businesses that want help to grow fast – whether they are established businesses or start-ups. Three of our coaches are specially authorised to deliver coaching under the new schemes.

This grant programme funded by the European Regional Development Fund (ERDF) supports coaching for leaders in businesses seeking high growth. Key extra criteria are that turnover is more than £1 million and there are not more than 250 staff. (A similar grant is available for new businesses with no turnover!)

These funds can be used to support individuals or management teams to help them in a targeted way to realize the ambitions of the business, for example through support in formulating strategies, identifying options, and developing leadership and delegation skills of key staff.

Stage 1 – first three months 
A grant of £1100 including VAT is available to help fund twelve hours coaching (£76.39+VAT per hour). The grant is paid to the coach, reducing the amount that the coach invoices you. This must be completed within three months (e.g. four hours per month). To apply, request and complete an application form. This may be followed by an informal telephone interview. The process takes about one week.

Stage 2 – further six months
A grant of up to £2000 is available for up to 48 hours (8 days) of coaching (£41.67 per hour), up to half the cost of the coaching. Being a grant, this does not attract VAT, so if the amount invoiced by the coach is £4000+VAT, you can reclaim £2000. The amount of coaching is flexible, however the first (up to) 24 hours of coaching have to be completed within three months (e.g. eight hours per month). All the coaching has to be completed within six months. Stage 2 requires the completion of a further short application form, and payment is made to you after you have paid your coach.

Contact me for more information or for an application form.

Filed Under: News, Uncategorized

June 27, 2012 By Isla Baliszewska

Swindon Coaching Team on Swindon Radio again

Next Monday 2nd July between 6:00 and 7:00 p.m. David and I will be chatting with Gerry and Peter on Swindon Radio. We’ll be answering questions to help people with business growth, career development, and handling stress. The conversation is fluid, affected by any phone calls you make!

This is Swindon Radio’s show “Mind your own business” – the show that looks at issues of concern to local businesses. You can listen – anywhere – on the internet at Swindon Radio 105.5 (click on Listen Live) or on a real radio in the Swindon area at 105.5 FM.

We look forward to talking to you!

Filed Under: News, Uncategorized

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