Executive Coaching

Executive and organizational coaching is a collaborative process that accelerates leadership development. It is founded on a well-researched body of knowledge of action research and adult learning theory. Executive coaching is the leading tool for developing leadership in the 21st century.

Value of coaching

In today’s face-paced environment, leaders are expected to perform in rapid and self-managed ways. With the increased rate of change, dynamic nature of work, and a globally competitive economy; customized development through executive coaching delivers what today’s leaders need most. Coaching research continues to prove its effectiveness in providing a clear return on investment.

Common triggers for hiring a coach

• Leadership Development: executive presence, confidence, team coaching, values and ethics
• Organization Dynamics: mergers, power, strategy, diversity, culture change, global workplace, employee engagement
• Transitions: acceleration for newly promoted, onboarding for newly hired, retaining high potentials
• Professional development: professional reinvention, strategic career planning, time/energy management

Coaching engagement length and location

True improvement takes commitment and time. The coaching programs we offer usually take place between six and twelve months. We also offer three to six month coaching programs for goals and needs that are more specifically focused. The meetings between client and executive coach usually take place one on one, either in person, over the phone, and through video conferencing.

Client and coach work together to develop the agenda and data is gathered from multiple perspectives. The client determines the priority goals and strategies, then practicing and honing the most effective new strategies. At the conclusion of the coaching engagement, a plan for continued growth is developed and implemented.

Clients who benefit most from coaching

All leaders are expected to operate skillfully in a competitive professional environments while continuing to grow and maintain a critical edge in their leadership effectiveness.  Smart companies invest in the development of their leaders across the board from homegrown to newly hired, from millennials to seasoned professionals, and those in between. Leaders themselves often seek out the expertise of an executive coach. Here are the clients who benefit most from executive and organizational coaching:

• Executives and Senior Leadership – Executives are expected to operate skillfully in a volatile, uncertain, complex, and ambiguous global environment while continuing to grow and maintain a critical edge in their leadership effectiveness. We offer programs for companies committed to investing in the leadership development of their senior leaders. We begin our work gaining an understanding of the client’s role in the organization and the purpose of undertaking executive coaching. Information from multiple sources is gathered including 360-degree interviews and a number of assessments. After the starting point is established, an individualized plan is developed from which to proceed. Over the course of the program, progress is assessed, adjustments are made, and follow up is done. Lastly, a customized plan is developed for ongoing development and continued growth.

• Leaders in Transition – Making a Lateral Move – Today’s leaders are increasingly developed through lateral moves to new jobs within the organization. Given a leader has little or no prior experience in the new organization, research shows the move is often a high risk. To facilitate achieving agility, resilience and success of the part of a leader who moves laterally, companies engage an executive coach to support the transition and accelerated development required for success.

• High Potential Leaders – When identified, high potentials step onto a fast lane toward senior leadership and are expected to be quick learners. We offer  programs for companies looking to accelerate the leadership development of their emerging leadership talent. Through interviews and assessments, we look for key growth opportunities and skill gaps to create and implement focused and accelerated development as well as continued development following the formal coaching process.

• Newly Promoted Leaders – The move from one level of responsibility to an expanded level of responsibility is not about more work, or even about what you have done well in the past. It is taking on a new role in the enterprise with a whole new set of responsibilities – often unarticulated. Intelligent companies support new leaders to ensure a successful transition. We offer focused programs so that the successful leader quickly knows what they need to do in order to continue on the trajectory of success in their new role.

• Newly Hired Leaders – Given the dynamic nature of careers, joining enterprises at all levels is a common occurrence. Leaders are expected to learn the job, the culture, the key players, and develop relationships and strategies in short order. Research shows the failure rate of executives hired from the outside is high unless the proper support during onboarding is provided. This is where we offer executive coaching programs that can provide support for an accelerated start and a successful hiring, and thereby ensuring a maximizing of the organization’s investment.

• Strategic Career Planning – Career possibilities are numerous for high performing leaders. Executive coaching facilitates the development of a strategic career plan, thereby broadening the evaluation of possibilities and choices, reducing uncertainty and ambiguity, and supporting smart planning and career transitions. Clients assess their interests, strengths and weakness, and scan their career environment, determine career direction and develop a search strategy to make an informed and positive career move.