Ribton-Turner Management Services offers a professional career guidance service at career entry level as well as for career change at later stages such as after organisational downsizing, mergers or retrenchment. Counselling/consultation for employees taking early retirement or at the career disengagement stage is also offered. We are available for consultation with organisations who are planning organisational change, downsizing or re-structuring and who wish to use the services of human behaviour professionals to counsel or assess their staff.
Informed organisations are no longer satisfied to use superficial interview information for the engagement of senior staff; at Ribton-Turner we use the services of registered Industrial Psychologists for psychometric assessments, the design of which will depend upon the job/person requirements as well as the client’s preferences. The battery of tests and instruments that are used have been shown to be culturally ‘fair’ and comply with the requirements of South African legislation. Dr Ribton-Turner remains constantly updated with the current legal issues surrounding psychometric testing. We are able in consultation with the client to offer an appropriate battery of tests or assessment centre technology. This could include profiles of learning potential, cognitive skills, emotional quotient, personality as well as assessments on management ability.
Personality profiling has become a prominent and useful recruitment tool. At Ribton-Turner we use the Fifteen Factor Questionnaire (15FQ+) system which has been shown to have acceptable validity and reliability not only overseas but in the South African context as well. The 15FQ+’s ability to construct an effective personality profile from a question set is a major reason for its success. However, for alternative systems, we are also trained users for the Myers-Briggs Type Indicator (MBTI), OPQ 32, the NEO-Personality Inventory (NEO-PI), The Jung Type Indicator and the Sixteen Personality Factor (16PF)
Psychologists are well placed to offer individual coaching to executives. Psychologists in executive coaching say joining the field requires business and psychological know how.
The investment a company makes in hiring and developing executive employees is hefty. When an executive’s performance is below expectations, there are three options for the firm: (1) terminate the executive; (2) push him into a non-critical position, or (3) seek to improve his performance. Because the first two require writing off considerable investments of time and money, some individuals and organisations are beginning to explore the third option as a means of recovering or enhancing those investments. (William Q. Judge and Jeffrey Cowell)
The developmental approach, known as executive coaching, consists of a series of one-on-one interactions between a coach and an executive that attempt to improve the latter’s performance on the job. Several activities are involved: assessment, face-to-face meetings, telephone conversations, exchanging e-mail. Coaches serve as trainers, facilitators, motivators, moderators, devil’s advocates, sounding boards, and confidantes. Though not a substitute for psychological counselling or substance abuse treatment, coaching often assists practicing executives in addressing crucial managerial weaknesses and can empower them to higher levels of health and functioning. (Kathryn Foxhall)
What services does an Executive Coach offer?
Dr Frans Cilliers, Dr Pieter Koortzen
- Skill coaching
- Performance coaching
- Developmental coaching (includes career and transitional coaching)
- Own agenda coaching
- Executive coaching
- Business coaching
- Remedial coaching
- Personal / life coaching
- Team coaching