Welcome to mike.armour.com.

The purpose of this site is to contribute to the discussion and help shape the agenda in these areas through sound evidence-based insights and practice. Three themes have captured my imagination through much of my professional life and academic study.

Theme 1 – How can we develop leaders who can influence culture change for their organisation and make a positive impact on society?;

Theme 2 – What role does coaching play in supporting and developing senior executives and increasing organisational capability; and

Theme 3 – What support do executive/business coaches need in undertaking their role?

Theme 1: Leadership Development
Education, coaching, and mentoring strive to increase the capability of those who undertake senior leadership roles and remain an enduring challenge and opportunity. Individuals are sometimes born with an innate desire to take charge, to lead, and influence others.

However, truly great leaders are shaped through a willingness to learn, ongoing feedback, and a balance of honesty and humility, one of the key factors in the HEXACO model of personality (see https://www.psychologytoday.com/nz/basics/hexaco).

With the constant change that is a hallmark of the volatile, uncertain, complex, and ambiguous world of leaders today, being a great leader takes courage and the ability to influence their followers.

Theme 1: Executive Coaching
Works with senior executives to broaden and develop their capabilities.  As part of a development process, coaching embeds strengths and new capabilities enabling senior managers to adapt to rapidly changing business conditions.  Executive coaching works with the whole person, addressing the challenges and opportunities they face and how to effectively manage people, operations, and business strategy.

Theme 2: Coaching Supervision
Coaching supervision was the key focus of my PhD at the University of Wollongong. 

Supervision is mandatory in many professions, but not yet in business/executive coaching.  My thesis focused on the application of supervision theories in the executive coaching context – in essence, what do executive coaches need from supervision in relation to support, development and a safe place to reflect, refresh and gain new insights?

For more information contact Mike on 027 939 7373 or by email mike@optimagroup.conz