UK: Diamond Package

Gold +Platinum + Professional Insight Coaching

In essence this is similar to a general in-house junior management programme.

1.Leadership and management
The theory and practice.Situational leadership.On becoming a supervisor…do’s and don’ts.Performance appraisal as a team leader.Different types of boss.Here we are talking about a (very condensed) standard junior management course.The material is widely available but needs emphasising and highlighting for the particular circumstances.Coaches need to choose examples that accurately reflect real life in the relevant company.This will mean questioning and testing the candidate/intern/employee as to what they observe and can find out about the company itself.And we need to understand the company performance review process and standards.We need to emphasise that there is no perfect way and that people management and review systems are usually flawed – but they are still needed!
2.Important general technical skills
Report writing, PowerPoint and presentations, emails.E-media used correctly, budgeting and margins, forecasting, planning.Here we explore how to write a report well, how to prepare and deliver a presentation well (with or without PowerPoint).How to use (and not abuse) emails (bcc, reply to all, long-windedness, too much detail, etc).What to do about LinkedIn and other social media (Facebook, Twitter etc).How to use them and not let them use you.How to prepare a basic budget and make a business forecast.It is likely this will take more than one hour if the candidate needs to cover everything thoroughly.
3.Career self-development
What you need to do.How to find out more.The need for patience and accepting reality.Typical schemes and their advantages/disadvantages.At the start of a career, upward movement may seem to take a long time – far too long.Most corporations will not seriously consider real career progression for at least two years after joining.This is hard for bright young graduates.So – the coach must restrain impatience while also showing the path to success.Candidates may already understand the concept of competencies and behaviours from their interview coaching.Now, they need to understand how these translate into behaviours at work.The coach therefore needs to get examples of the competency assessment forms and processes (if they exist) and help the intern/employee interpret them into real behaviours.Finally, what about applying for jobs internally? Most large firms have a process in place to advertise jobs internally.Applying for these can be daunting.What about your current boss? What if you fail and are not selected?
4.Business etiquette
How to communicate well.Eating and drinking with others.Trust and lack of trust.Integrity day by day.How to behave professionally in various situations (joining, resigning, being promoted, being turned down for promotion, being fired) Listening.Work ethic.Here we can take the candidate’s actual examples and questions from real life and discuss them.If there are problems, we can examine and deal with them.However, if all is going well, there is no need to look at purely theoretical situations.
5.Entrepreneurial spirit and skills
These are needed to perform well - even in in a large company.Candidates needs to learn what this means and how to find opportunities to develop and demonstrate such skills.Internal company entrepreneurs or “intrapreneurs” need specific characteristics in order to work in a rapidly growing organization because large and well-established companies often comprise rigid structures that can stifle the entrepreneurial spirit.A successful intrapreneur needs to not only understand all aspects of the external environment; they must be able to navigate the large, and sometimes maze-like, internal corporate environment which can often be weighed down with politics.
6.Social life in business
Clubs and societies.Entertaining.Being entertained.Understanding how (and how not to) ‘use’ others.CSR in your company.Much of this section is likely to be personality based.Natural extroverts (relatively few from China) will need different treatment from the usual shy and retiring Chinese candidate.English skills (especially listening) are another factor.Asking questions to start conversations.Asking for help to engage others.This topic may require, for example, intensive discussion about personality and behaviour that go deeper than previously.It will become even clearer to the candidate that life is about choices and few of these are black and white.Each choice has consequences.
7.Cultural awareness for international business
Comparison of the main cultural differences between different regions and countries.(Hofstede, Trompenaar for the theory perhaps) and the way students have observed the differences.The impact of this on business life (power distance, sociability, authority, relations with boss and peers etc.) This topic examines the significant culture differences which our candidates will face in real life dealing with someone from a culture they have not encountered before.Most of us pay little attention to our own culture; it is bred into us without our realising it.Only when we live somewhere else, do we become aware that others do not necessarily see the world as we do.Even basic human values can be quite different.
8.Public affairs
Being an ambassador for the firm.Participating in public life.Becoming a ‘go-to’ person.Acquiring real specialist expertise.Press, media, candidate relations.It is unlikely that many new employees will have to face the media.But some employers will feel proud of having a well-qualified Chinese graduate to show off to the world in some way.Those companies may well help with media training but small ones may not even think of it.Even if not the media, internal events, attending candidate gatherings, merely being asked for an opinion as a slightly exotic foreigner in the UK could cause mishaps and alarm.Similar to interview coaching, one can predict some of the possible questions and attitudes and guard against being too caught out.
9.Awkward moments
How to deal with colleagues, bosses, senior management; how to ask for a raise; dealing with complaints about yourself; complaining to the boss, and conflicts of loyalty.In this topic, we talk about how to handle every experience that might make an individual feel awkward or deal with situations in which the candidate lacks experience.
10.Coaching for life
How does my personality and ambition fit in; how do I fulfil my ambition; how can I make the best use of my talents in this organisation; problem-solving and situational judgement; confidence (but not too much!).

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