Services

Our Approach

PFC begins with an initial meeting to allow us to determine whether the focus is Mentoring, Coaching or a combination of both.

For a mentoring and coaching relationship to work, an in-depth assessment enables us to determine whether we are working with personal issues, a client’s assumption of the role, the way they are delivering in the role or issues related to the organisation of the business – or indeed any combination of these.

We work together with the client to agree on the focus and scope of the work and the most appropriate member of the PFC team to provide the style of support required. With person-centred issues, our skill lies in our ability to help individuals, through mentoring, to gain deeper insight into their own behaviour and interaction with others; to recognise, accept and adapt established, unconscious patterns of behaviour that can inhibit personal performance. The mentor plays the role of probe and challenger of the client’s thinking to allow his/her own solutions and insights to emerge. When the focus of the work is role, task or organisation oriented, then a coaching approach, where we offer specific advice and guidance, may be more appropriate. As examples, when an individual is taking up a new appointment and needs to understand what is required from his/her new role. Or, where it is believed team/organisational structure is inhibiting growth.

Our Programmes

Each of our mentoring and coaching programmes are based on a long term relationship with regular planned meetings throughout the agreed time. Where there are major issues which require close coaching support for a short period out programmes are tailored to accommodate the demands of each client situation.

One-to-One Executive Mentoring and Coaching

One-to-one mentoring and coaching support of executives who make up the boards and top teams of organisations is central to how PFC supports its clients. We know that a strong mentoring and coaching relationship is key to improved leadership performance. The addition of such support adds to the overall value each executive. Mentoring and coaching enables executives to take themselves away from the distractions of their business so they can to assess what is expected of them in their role, to help them explore what needs to be overcome to deliver in that role – in terms of personal and inter-personal issues to be addressed or specific skills and knowledge to be acquired – and to provide the necessary support to ensure success for them individually, within their teams and for the organisation as a whole.

Preparing for a First Boardroom Appointment

Handling the move from being a successful manager entering the boardroom for the first time is a transition which must be handled with care. The move involves far more than the rules and regulations of corporate governance.
New board members will often under estimate what it takes to make that transition.  The line skills which got them there, typically command and control, are far different from the skills of persuasion, negotiation and argument essential to the strong personal power which will see them succeed at board level. Moreover, they must demonstrate the capability to represent the whole business and not just a particular function.
A successful transition into the boardroom benefits the whole company and ensures the board operates effectively.  The benefits of this type of support cannot be underestimated.

Improving Board and Top Team Performance

The Board is the key leadership group of any organisation. It must be decisive and united in providing that leadership. Its key focus is strategic where tactical issues are the domain of the executives of an organisation. We ensure that the board and executive teams are performing in the way they should to meet the best interests of the company and its shareholders. Our focus is on the dynamics of each team so there is a clear understanding of where the focus lies.
For example, there is attention as to whether:

• a board has become focused on tactical rather than strategic issues
• there is balance in the board – how well skilled at advocacy is each member?
• the relationship between the board and the organisation is healthy
• there are loyalty/conflict of interest issues
• the board is effective in its enquiry into the company it leads
• there is strong value in what the board is offering a company

Issues uncovered in the course of this work can be dealt with separately through techniques such as out one-to-one mentoring.

Improving Organisational Performance

When it comes to organisational matters we need a real understanding of the issues which require focus. Once the nature of the issue is defined, we can ensure the right level of coaching in a range of areas:

Business Health Checks and What If Scenarios

Business Strategy/Planning/Development and Direction Reviews

Budgeting and Forecasting Reviews

Effective Marketing and Sales advice including focus on:
• Art and Image Direction
• Branding
• Advertising Strategies
• Beating your competitors and winning customers

Brain storming – blue sky/white paper sessions

Business Management Advice

Team Building including:
• Succession Planning
• Staffing & Employment

Business Viability, especially related to expansion activities

Contacts & Connections

Business Control Reviews (Policies, Documentation, etc.)

Capital expenditure Assessments

Negotiating deals

Franchising

Preparing for a merger or an acquisition