Sites Worth Visiting:


· Money Web

· Financial Mail

· Financial Times

· The Economist

· Business Day



Contact Mel Direct:

Cell:      083 377 1858

Phone: (011) 886 4504

  Mel Brooks Online

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Executive coaching


What is Executive Coaching?

Executive Coaching is a confidential one-on-one partnership between a coach and an executive of an organisation.  Typically, the executive will fit one of three profiles:

· the competent manager who recognises that advancement will be enhanced by personal

         development in one or more specific areas - commonly people management or the management of strategic change

· the successful executive who wishes to further improve his/her leadership skills

· the professional (doctor, lawyer, engineer) who finds that the day-to-day demands of business limit their ability to develop long-range business and personal development strategies.


MBA Executive Coaching Process

The most important ingredient for a successful coaching engagement is a match between the competencies of the coach and the developmental needs of the executive. 

If you believe that you, or an executive in your organisation, could benefit from executive coaching, call me on 083 377 1858 or email on I will answer any queries you may have about the process and along the way, familiarise myself with your organisation and in particular, its executive development and performance management systems.

If, as a result of this dialogue we agree that there are development opportunities that I can address, we will proceed as follows.


1. We contract to produce an agreed Development Plan that integrates into your organisations systems.   I commit to supporting the executive in achieving the objectives and we set the times for our first 6 coaching sessions.   These must be face-to-face, but as the coaching continues can be bolstered by telephonic support.

2. I develop a draft plan which we finalise during the first one or two sessions.   During this process we note what support will be required of the coach at each step of the plan, the work that the executive will do between sessions and how improvements will be measured.  If the executive’s superior requires it, we involve him/her in setting goals and performance measures but also agree, at this stage, on information that will remain confidential between the executive and the coach throughout the process.

3. As the executive implements the plan, we continue to meet at regular intervals.  During each session we measure progress and I, as the coach, provide training, information and practical advice to address any arising difficulties or slippage against performance measures.

4. As the executive internalises the new skills, sessions become less frequent and the coach withdraws. Good coaches do not create a dependent relationship.



Coaching increases productivity and morale

Top sports people use coaches to improve their performance.  So too do many highly successful business executives.  
Coaching is not about therapy or counselling for a manager with a problem.  Rather, it is about strengthening performance in order to achieve even better business success. A good coach will have the ability to see both the strengths and the weaknesses in an employee or executive and will work with these to encourage and facilitate personal development. Some may need to acquire specific skills others may require a shift in mindset or behavior.  The overall aim is better performance in a current job, or preparation to cope with the challenges of a more senior position.  
Either way, coaching should be seen as a form of recognition or incentive.  The totally hopeless individual is unlikely to be rewarded with an investment in coaching.


Who can benefit from our coaching services?


· Individuals who are taking on a new challenge or new responsibilities

· Smart, high-achieving executives/professionals who want a trusted "sounding board" and thinking partner

· Executives or professionals who are transitioning to a new job

· Executives or high-potential managers who want to enhance their leadership effectiveness to achieve organizational and career success

· Executives and professionals who want to compete successfully but still retain balance in their life

· Individuals who want to understand their blind spots so that they dont stand in their own way on their path to success

· Executives and professionals who want to improve their interpersonal skills so as to be more effective with seniors, peers, subordinates, or people in general

· Individuals who want to enhance their financial skills to round out an already successful leadership portfolio


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