EE Coaching on CUSTOM ProgrammeS

[Audio] Sarah Bigdeli introduces herself as the head of the coaching community at London Business School, explaining that she will provide a high-level introduction to how coaching is managed on Executive Education programmes. She explains that once a programme is assigned to have coaching, the Programme Director and herself need to discuss the design, ideally around the diagnostic phase. They need to ensure that coaching is integrated into the programme, including selecting the right lead coach and coaches, and aligning the client context with the design and psychometric tools. She invites viewers to take notes and ask questions afterwards..

[Audio] The London Business School integrates coaching into its programmes through a systematic and holistic approach, focusing on the individual participant's needs and those of their organisation. This approach supports the development of key skills and competencies, and enhances overall performance. The coaching process is facilitated by experienced coaches who possess the necessary training and expertise to deliver effective coaching sessions. The integration of coaching into the programme is a key aspect of the London Business School's Executive Education offerings, which are supported by a comprehensive coaching framework that outlines the principles and practices of coaching. This framework ensures that coaching is delivered consistently across all programmes, and that participants receive high-quality coaching that meets their specific needs..

[Audio] Our coaches are experienced business leaders who have held significant roles in the industry. They have also had a second life as Executive Coach. So, they are not junior or fresh out of university. They have extensive credentials from both the business and coaching worlds. Each coach has at least two thousand five hundred coaching hours - the equivalent of a Master level coaching accreditation with each of the main certifying bodies. They also have extensive group psychodynamic coaching experience, as group coaching is one of our key differentiators. We assess all candidates through a rigorous process including a panel interview, an observed coaching session, and reference checks. All coaches must hold a valid accreditation with either the International Coaching Federation, the European Mentoring and Coaching Council or the Association for Coaching. This is in addition to their coach training certification. This requirement is non-negotiable as many clients ask to see official documents. Coaches are also certified in major psychometrics such as the Big Five, Hogan, Korn Ferry, SHL, MBTI or Insights to name only a few. And they are culturally aware and have experience working across regions. Clients sometimes ask to see coach bios. During the bid stage, they will often ask for sample bios, which we anonymise. Once we win the project, they ask for the real coach profiles. Sometimes they even want to co-select the coaching pool. But it’s important to manage expectations as programme dates change often and the final coaching pool may evolve based on availability..

[Audio] London Business School's coaching pool is strategically located around its main programme delivery hubs to ensure flexibility, cultural relevance, and logistical efficiency. The school does not use flying coaches but sources them locally. As the coaching profession has grown rapidly, there are many talented individuals available. Most coaches are based in and around the United Kingdom for European delivery, aligning with London Business School’s central operations. A significant presence also exists in Dubai to support programmes delivered across the Middle East region, which is experiencing rapid growth. Furthermore, the hiring of a new coaching pool in Saudi Arabia reflects London Business School’s expanding footprint and commitment to building regional capacity. Coaches deliver sessions either in person or virtually, depending on the design, which may include a mix of both. This flexible delivery model allows for adaptability to participant needs, geographic constraints, and programme formats. The model reinforces London Business School’s principle of minimising travel unless explicitly requested and funded by the client, which supports both sustainability considerations and cost-efficiency. Virtual coaching, which did not exist prior to the pandemic, is now an integral part of the delivery ecosystem, providing access to global expertise and supporting scalable programme layouts. Local in-person coaching is used initially to build trust quickly, ensure cultural alignment and deepen contextual understanding. Through this hybrid approach, London Business School ensures that coaching sessions remain accessible, high-quality, and smoothly integrated into broader programme schedules across regions..

[Audio] The coaching approach used by London Business School is systematic and holistic. It takes into account the participants as whole individuals functioning as part of defined systems. The coaches who are recruited have the required training to choose from a variety of tools to best unlock insight for the participant or the group. The lead coach sets the session's outcome and general approach, while the coaches have "freedom within the frame" to adapt to meet the participants where they are at. The school uses various methodologies during sessions, prioritizing systemic approaches like constellations to help participants see the broader system around them. However, clients may not always understand what coaching is, leading to mismatched expectations and poor scores. Clear communication from the start is essential to avoid these issues. The lead coach sends a brief to the participants explaining what coaching is and isn't, what to expect, and how to prepare. The Programme Director supports this communication throughout the program and with the sponsors. Everyone's view must align: the Programme Director, lead coach, coach, client sponsor, and participant. Mismatched expectations can lead to poor scores. The unique selling proposition (USP) of EE Coaching is its ability to provide holistic vertical development for C-Suite executives, shifting and expanding mindsets to transform, as well as horizontal development for new skills, behaviors, and mindsets. The school offers multiple learning solutions integrated with group coaching, mentoring, and diverse learning experiences. The coaching approach is eclectic, using different methods and practices, including Neuro-linguistic Programming, Emotional Freedom Techniques, and Visualizations. The coaches are experienced in adapting to the client's growth needs and style, and have the knowledge and skillset to help their coaches with tools and frameworks. They also have extensive experience providing coaching for Board-Level employees and aspiring C-Suite executives. The school has a strong emphasis on transformative coaching, helping over 100 leaders each year build their leadership agency..

[Audio] The company has been involved in various executive education programs for over two decades. The programs focus on developing leadership skills and enhancing organizational performance. The company works closely with program directors to design and deliver high-quality training sessions. The company uses a variety of methods to achieve this goal, including coaching, mentoring, and team-building activities. These methods are designed to be flexible and adaptable to meet the specific needs of each organization. The company also provides support to help organizations implement changes made through the training sessions..

[Audio] The coaching journey typically spans from Engage and Connect to Apply and Transform, encompassing various tools such as Psychometrics, 360-degree feedback, and simulation observations. These elements are integrated throughout the programme, providing a holistic learning experience. The coach plays a crucial role in setting participants up for success, often being the last point of contact. Various formats, including virtual and face-to-face sessions, are employed to facilitate coaching. Programmes may incorporate action learning sets, leadership workshops, and bite-sized sessions, tailored to meet client needs. The coach's flexibility is essential in adapting to these diverse requirements..

[Audio] The London Business School's coaching services provide a unique blend of personalization and shared learning experiences. The coaching process involves a combination of one-to-one and group-based interventions. These interventions can be delivered in-person or virtually, depending on the specific needs of the program. One-to-one coaching offers personalized development opportunities, allowing participants to explore their individual goals, behaviors, and leadership challenges with dedicated support. In contrast, group coaching fosters shared learning, peer reflection, and team-oriented insights, making it particularly valuable in programs focused on collaboration, cross-functional leadership, or collective problem-solving. The coaching sessions are designed to align with the objectives of each program and the seniority level of participants, ensuring relevance and impact. The coaching sessions can support a wide range of interventions, including leadership simulations, structured debriefs following 360° feedback assessments, and action learning sets that help participants address live organizational challenges. Additionally, coaching complements faculty-led teaching by allowing individuals to internalize academic material through reflection and application. Various formats, such as experimentation sessions or boardroom efficiency coaching, further enhance the experiential learning journey. The diverse range of options available ensures that coaching serves as a catalyst for deeper learning, behavioral change, and improved leadership effectiveness within London Business School Executive Education programs..

[Audio] The Programme Directors at London Business School work closely with the Transformation Learning Team and the Coaching Director to select suitable assessments for their clients. The selection process involves considering various assessment types such as custom and off-the-shelf 360-degree feedback and psychometric tools. The Programme Directors must also consider internal and external vendor options when selecting assessments. They have to manage timelines and coordinate delivery to ensure that assessments are delivered efficiently and effectively. This ensures that the assessments support client success..

[Audio] The coaching design process begins early in the programme lifecycle, during the pitch phase. During this stage, an initial outline is developed, reflecting the ideal learning experience. The Transformative Learning Team always includes coaching as an essential component in their proposals. Once the client commits to the programme, the Programme Director conducts a detailed diagnostic to refine the coaching approach. This diagnostic ensures alignment with organisational objectives, participant needs, and the broader learning design. A formal Coaching Opportunity document is created, outlining the client's context, coaching requirements, session structures, fees, participant numbers, and any special needs. The Scheduling team distributes this coaching opportunity to the entire coaching pool, allowing all coaches to express their interest in the role and confirm their availability. The Programme Director, Coaching Director, and Scheduler then work together to select the lead coach, followed by the rest of the coach pool with the guidance of the lead coach. The selection process considers various criteria such as fit, diversity, and availability, ensuring transparency and fairness in opportunity distribution, as well as alignment of coach expertise with programme demands. Once the coaches are selected, the coordination of the coaching process falls into the hands of the Programme Team. The Programme Director, Lead Coach, Senior Account Manager, and Delivery Programme Director must work as a single unit to ensure the coaching design process runs smoothly. Any further changes to the coaching design or content will be managed through iterative communication between the Programme team, lead coach, and coaches directly. This enables the adaptation and improvement of the coaching approach as necessary, ensuring the success of the programme..

[Audio] The Programme Director has several responsibilities when it comes to integrating coaching into the program. The Programme Director is responsible for ensuring that coaching is effectively integrated into the program for the benefit of both the participants and the overall success of the program. The Programme Director is also in charge of setting the fees for the program and that includes any coaching fees. The Programme Director must work closely with coaches to coordinate schedules and ensure that coaching sessions are scheduled at a time that is convenient for all participants. The Programme Director is responsible for keeping all participants informed about coaching opportunities, the benefits of coaching, and any updates or changes in the coaching schedule. The Programme Director must also work closely with coaches to establish evaluation criteria and processes to ensure the effectiveness of coaching and gather feedback for continuous improvement. The Programme Director plays a critical role in creating a positive and supportive coaching culture within the program. The Programme Director is ultimately accountable for the success of the coaching program..

[Audio] The Programme Director takes responsibility for the overall coaching success. The Lead Coach designs and delivers the coaching components, including scripting sessions and ensuring consistency of delivery. The Lead Coach also plays a crucial role in aligning the coaching teams with programme objectives and addressing any quality or behavioral issues that may arise. The Lead Coach is accountable for reporting and monitoring the coaching progress, including summarizing themes and contributing to programme evaluations. The individual coaches are responsible for maintaining close engagement with programme communication, updating session trackers, and delivering high-quality coaching consistently..

[Audio] The Programme Director plays a crucial role in integrating coaching into the programme by taking accountability for its success. They ensure that the coaching approach is aligned with organizational objectives, participant needs, and broader learning design. The Programme Director conducts a detailed diagnostic to refine the coaching approach and completes a formal Coaching Opportunity document specifying client context, coaching goals, and evaluation criteria. They also oversee the implementation of the coaching plan, monitor progress, and provide support to the Lead Coach and coaches. Furthermore, the Programme Director ensures that the coaching team works together as a cohesive unit, with clear communication and coordination among all stakeholders. They also establish evaluation protocols to measure the impact of coaching, including feedback at the end of the programme and impact assessments after 100 days. By doing so, the Programme Director helps to ensure that the coaching component of the programme is delivered effectively and efficiently..

[Audio] The integration of coaching into the program design phase is essential for creating a tailored learning experience that meets the specific needs of participants. Involving coaching early on enables the program to better address the needs of its participants and align with organizational objectives. This approach allows for more effective learning outcomes and increased participant engagement. Furthermore, it facilitates a culture of continuous improvement within the organization, where employees are empowered to take ownership of their development. By incorporating coaching into the program design phase, organizations can reap numerous benefits, including enhanced employee performance, improved communication, and increased job satisfaction. Moreover, coaching helps to build trust between managers and employees, leading to a more collaborative work environment. The benefits of coaching are multifaceted, and its integration into program design is critical for achieving these goals..