“PEPME Coaches Managers to Deliver Better Results” Summary The PEPME Performance Enhancement Programme is an individualised coaching program developed by Consulting Excellence for executives and middle managers. PEPME delivers improved manager performance by diagnosing areas for improvement and working intensively one-on-one to implement measurable and sustainable results. PEPME recognises that each person’s objectives are unique. These objectives are defined in terms of expected on-the-job behaviours. Diagnostic assessments are used to rate each behaviour. These ratings are compared with scores immediately after the program is complete to assess the degree of improvement and a further six months on to validate the continued performance enhancement. Program Benefits Incorporating the best practices of evaluation and assessment, coaching and mentoring, the PEPME Programme was developed by Consulting Excellence because we believe in constantly seeking to surpass your past performance. As a coaching-based programme the benefits over training are numerous: - For the individual, PEPME is an interactive process that enables the student to understand themselves and the areas they can develop and improve. The program provides guidance and encourages personal responsibility, resulting in not just improved performance, but also higher levels of self-confidence and future personal growth opportunities.
- For the organisation, PEPME identifies what behaviours are required for success in each participant's role. It then helps rate the individual's aptitude and target the areas that require improvement. The program delivers results to all participants, from low-performing managers, to those who are taking on increased responsibilities and new roles, to star-performers who are growing fast.
Some Typical Coaching Agendas Issues you may seek to address through PEPME include: - Becoming more strategic
- Improving influencing skills
- Leadership presence and impact
- Improved team relationships
- Understanding and adapting own management / leadership style
- Understanding own strengths and weaknesses and their impact
- Aligning with the organisations culture and values
Programme Description Executive coaching has become a popular method for enhancing performance and promoting emotional intelligence in organisations. Depending on the individual, coaching can target any of the competencies associated with emotional intelligence, but typically it focuses on the self-awareness, self-management, and social skills competencies. Like most Executive Coaching programmes, PEPME serves middle managers and above. The Programme typically involves a team of people, including the participant, his or her organisational sponsor (typically the person’s boss), and the coach. Much of the coach’s time and effort, particularly in the beginning of the process, goes into forging a partnership with the participant and inspiring commitment (Peterson, 1996) The typical PEPME programme begins with diagnostic assessment and feedback sessions, followed by about a two hour one-to-one coaching session each month for the next four months. This is followed up with a one-hour mentoring session over the next three months before the final Outcome Review session takes place. All together the typical participant receives about 20 hours of intensive one-on-one coaching and mentoring. Assessment and Evaluation: During Phase 1, the coach explores with the participants their goals and how they view their current work situation. The coach also establishes clear expectations about confidentiality. The initial assessment may consist of a variety of procedures used in various combinations, including an in-depth interview, 360 degree assessment, as well as management and personality profiling tests. Feedback and Review: Phase 2 is an exploration of the outcomes of Phase 1 and allows the participants to digest the feedback in a safe environment. The coach helps the participant to translate data from the assessment phase into relevant information on goals, abilities, others perceptions, and organisational standards and expectations. Action Planning and Goal Setting: Within Phase 3 the coach helps the participants to prioritise their development goals and develop a concrete plan for development and change (Peterson, 1996, p. 80). The plan consists of specific behavioural learning objectives, defined in terms of on-the-job behaviours. The organisational sponsor, as well as the participant and coach, must agree on the coaching plan. Coaching for Change: Phase 4 is all about encouraging participants to change their behaviours and build new skills. The coach encourages people to practice their new skills frequently over a long period of time and to apply them in different ways in new situations. In fact, the coaches often help people to identify opportunities to apply the skills they have learned. Promoting persistence is an important part of the executive coaching process. The coach will help participants to stay motivated when they hit plateaus. The coach also supports participants so they feel comfortable enough with risk-taking and operating outside their comfort zone and do not panic or give up when things get tough. During this phase the Coach will also help to identify and anticipate specific situations in which old, ineffective habits are most likely to crop up. Where necessary the Coach may also engage with the Organisational Sponsors to help them become better role models or to provide more feedback and encouragement to support learning in the work environment. Embedding through Mentoring: The fifth phase of the PEPME Programme is the maintenance and support phase and involves periodic contacts and review sessions as needed to help participants maintain their changes over time. Primarily though it is not overly concerned with the coaching agenda and allows the participants to discuss broader issues and concerns and to gain soundings and an alternative perspective. The subtle shift in relationship at this point brought about by the move from coaching to mentoring mode is a key element in fostering confidence in, and embedding the changes. Outcome Review and Evaluation: The final phase will include an in-depth review with the participant to discuss outcomes and change. In addition, diagnostic tools similar to those employed in Phase 1 will be used to compare pre and post-Programme. In addition to this session, participants and their organisational sponsors receive at least two calls, three and six months following conclusion of the mentoring phase to rev | 
