SMG is Australia’s premier leadership development advisor. Since 1998, we’ve partnered with exceptional talent to elevate leadership skills and unlock organisational potential.
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Executive Coaching
Executive coaching enables participants to target and attain advanced levels of personal and professional performance aligned with the strategic priorities of the organisation. It is outcome focused with defined goals both operationally and strategically. Executive coaching provides insight and develops the vital skills and mindset for overall leadership effectiveness in the current business context.
Executive mentoring provides the C-suite executive with a confidential environment to explore their role impact with a trusted advisor. Executives are matched with a highly trained SMG Mentor with commensurate corporate experience. By providing new perspective and insight, SMG Mentors enable the executive leader to meet and exceed their professional context-specific objectives.
Executive coaching and mentoring further develops the executive’s leadership and career potential to ensure they are positioned for long term career success within the complexities of the organisational system. The C-suite mentor-coach has the skills to facilitate advanced levels of leadership effectiveness and performance. They can both advise and enable behavioural change outcomes.
Our career transition coaching supports individuals navigating significant career changes. We offer personalised guidance to help you clarify your goals, enhance your skills, and strategically plan your next steps. With expert insights and tailored strategies, our coaching ensures a smooth transition, empowering you to embrace new opportunities and achieve your professional aspirations.
Our reputation as one of the region’s most trusted executive development organisations.
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Our reputation as one of the region’s most trusted executive development organisations.
Learn more
Our reputation as one of the region’s most trusted executive development organisations.
Learn more
Our reputation as one of the region’s most trusted executive development organisations.
Learn more
Our world-class coaches are carefully selected, extensively trained, and committed to ongoing development. Their unmatched experience as senior executives and leaders, combined with top-tier coaching qualifications, ensures the highest standards.
Team coaching is used with intact teams to help them function more cohesively, more collaboratively and more efficiently as a team on shared challenges and opportunities. The goal of team coaching is to develop the team collectively so that it is greater than the sum of its parts – increasing the value that it provides to its stakeholders.
Group coaching is used with peers who do not necessarily share a common goal or challenge. The goal of group coaching is the development of the individuals within the group so that they can better engage their stakeholders. In this process, one person is being coached at a time, while the other participants learn from observing and interacting with the conversation
The deliberate, structured and process-oriented approach enables the group to focus on the needs of an individual colleague, supporting them to explore their chosen coaching goal, and to find their own solutions.
This supportive and curiosity-based environment supports participants to break through their limiting beliefs, unproductive behaviours or frustrated aspirations, often achieving profound outcomes.
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Matching the appropriate mentor/coach with the participating executive based on a comprehensive brief. This often include an initial meeting to ensure the engagement is set up for success.
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A needs analysis is conducted using the coaching brief, 360 assessment and/or 3rd party interviews, and previous feedback data to identify areas of strength and areas for development to ensure specific success outcomes.
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Relationship builds trust and rapport, understanding the executive’s patterns, drivers and motivators. The coach provides the direction to enable the coachee to hone in on the key areas of development.
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Outcomes-oriented development goals are measured for impact on self, others and the organisation for sustained change via stakeholder engagement, sponsorship and feedback.
The organisation saw an opportunity to build the leadership capability of its entire senior leadership cohort to ensure that they were equipped to lead the organisation effectively into this new phase of the business.
What’s the difference between coaching and mentoring?
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How will executive coaching help me to be a better leader?
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What does SMG offer that’s different to other coaching and mentoring services?
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How do I know if it is the right time for me to be coached?
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How do you measure the impact of executive coaching?
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How do I select a coach?
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How will I know if an executive coach is the right coach for me?
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If the coach isn’t familiar with my work and life, how can they help me?
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How many coaching sessions are usually needed, and how many months will I work with a coach?
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Does executive coaching involve a psychometric tool?
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