Leaders cast a long shadow – they shape the culture and set the tone for what is acceptable behaviour and what is not. An organisational change strategy which does not include leaders exploring where they need to personally change will not succeed.
We hold up the mirror to inspire the spark of purpose and uncover hidden brilliance.
Structured leadership development will benefit any organisation, but many of the changes will not be made at a desk.
A holistic mix of personal and professional coaching has the potential to unlock the wisdom of a participant’s ‘authentic self.’
Any journey of self-discovery should include important insights and some breakthrough ‘a-hah’ moments, clear progress towards goals, and over time, the installation of new habits – new ways of thinking, doing and being.
Keogh use a unique development approach based on the Wisdom Wheel – a path to emotional, physical, technical and spiritual wisdom. With it, leaders develop the behaviours, mind-set and skills necessary to succeed and successfully lead change.
"With Keogh's coaching and ongoing support, I remain focused on the value of lifelong learning, feedback, self-reflection and surrounding myself with great people that will keep me balanced through many years and opportunities to come!"Kristine Leo, China Country Manager | Chief Representative, Woodside Energy
Frequently Asked Questions
1. What is the difference between a coach and a mentor?
A coach guides the coachee to come up with their own solutions. Coaching involves partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential’ (International Coaching Federation definition). It supports our purpose of amplifying human potential to accelerate transformation. A good coach believes that the client has all the resources they need to maximise their potential. The role of the coach is to partner with the client and challenge and inspire them to come up with their own answers. They are NOT an oracle or a guru. They help you to become your own guide.
While a mentor has the knowledge and supports the mentee to become an expert in a particular area. e.g Business Acumen. More information can be found in our article: Do I need a Leadership Coach or Mentor?
2. What does a mentor do?
A mentor offers advice and counsel on areas where an individual needs to grow knowledge and connections. They may have a high level of technical experience in the person’s area of business or be particularly successful in a field of business management. For example, leadership, strategy, culture transformation, digital transformation, innovation. A mentor is usually someone who has walked in the shoes you aspire to walk in (metaphorically speaking). You’ll seek them out because of their particular experience in a field or area of expertise which resembles your own.
3. What does a coach do?
A coach allows a person to work through their own challenges or areas of need, They offer clarity and perspective, guiding the individual to finding their path to success. Coaching typically involves a focused and planned relationship in which the coach guides a person to achieve greater self-awareness through reflection (e.g. evaluating actions, decisions and questioning mental models). It’s a coach’s job to ask questions that will challenge your thinking, stretch and push you when needed, and continue to hold the mirror up. They will encourage you and hold you accountable.
4. What are the key aspects of personal development?
At Keogh, we encourage individuals to look across all aspects of their life and focus on a few key areas that they want to focus on. Using the Wisdom Wheel, individuals can ask themselves what they can focus in the areas of Emotional Intelligence (EQ), Spiritual Intelligence (SQ), Physical Intelligence (PQ) and Technical Intelligence (TQ). How healthy is the person’s relationship with themselves and others (EQ). Our wisdom wheel encourages you to look at all aspects so that you have a balanced perspective on growing your whole self.
5. How do you establish personal development goals?
There are a number of ways you can establish personal development goals. A good first place to start is to explore all areas of your life. What aspects of your life do you feel need more attention? Do you need to spend more time with your family, or could you do with improving your financial or physical health? Consider both your current unique circumstances and your future plans – what are the roadblocks in achieving these goals?
We use many models and approaches to help you develop inspiring goals you can work towards. The Wisdom Wheel is one such model, but we also use tried and tested models like GROW to help you articulate goals that are motivating for you. Once these goals are established, we then support you in developing strategies to achieve.
6. When should business leaders pursue personal development?
Keogh Personal Development Programs are designed to challenge, confound, captivate, inspire, excite, transform and propel individuals at any level. The opportunity to grow and develop your talents in all areas results in renewed energy and the capacity to achieve at a higher level than you previously could. Personal development support should be an ongoing pursuit, but it is highly recommended at transition points in your career. For example, if someone is transitioning from a technical role to a leadership role or when someone is moving from operational leadership to a strategic leadership role.
7. What's the difference between personal and professional development?
Professional development is about developing the skills relevant to the persons’ role or future roles. It is often beneficial to both the recipient and the organisation they work for.
While, personal development focusses more on growing inherent skills, behaviours and personality traits that transfer to improvement and satisfaction in all areas of that person’s life, be it at work, home, or socially.
Coaching or mentoring? What’s the difference and why should you care?