Executive Coaching

Executives are the most powerful force in improving organizational functioning, as they create the management environment and the standards that prevail. Coaching assists executives in examining their management style and its impact on the organization. It facilitates awareness of their strengths and areas in need of development. It provides constructive, confidential feedback and action planning around critical issues that block executive effectiveness.

One-on-one coaching has proven to be a cost effective means of providing real support focused on actual problems. Top executives and managers cannot always find time to go to even short courses to enhance their current competencies. On-the-job coaching provides the solution.

Coaching efforts can be problem-centered, reacting to a problem or crisis that has surfaced, or they can be proactive addressing future challenges and building upon a client’s management strengths. Typical coaching engagements range from six to twelve months.

The Coaching Process

Coaching utilizes a systematic methodology of inquiry that encourages executives to answer questions candidly. The executive and coach then partner to determine solutions through an intensive process of assessment, goal-setting, active learning and execution, and evaluation.

  • Step 1 : Engagement and Assessment
    • Pre-coaching interviews with senior management or HR to identify the coaching client and the objectives.
    • Interview with coaching client to determine compatibility with the coach
    • Determine client’s coaching objectives
    • Clarify roles and responsibilities
  • Step 2 : Raising Awareness
    • Identify client’s strengths, areas for development, challenges and preferences
    • Administer on-line diagnostic interviews (i.e., MBTI, TKI, CPI 260, 360º feedback instruments) and provide feedback on results
    • Client and coach determine path to bring about desired changes
  • Step 3 : Goal Setting
    • Determine specific goals and objectives and create accountability measures
    • Client shares goals with key stakeholders
  • Step 4 : Active Learning and Execution
    • Employing positive inquiry client learns new ways to deal with challenges
    • Learning is client’s responsibility stimulated by coach who offers guidance and assignments
    • Track progress and review goals as required
  • Step 5 : Evaluation
    • Progress evaluated at several intervals during the coaching process
    • Survey of client stakeholders to determine progress
    • Revise and develop new goals and objectives for the future