| EXECUTIVE COACHING
PROCESS
Our executive coaching assignments
range from short-term immediate interventions to longer-term,
ongoing relationships. Whether we are working with
a valued employee the company wants to retain, a high
potential employee or a recently hired or promoted
individual, we customize the process to meet the needs
of the sponsoring organization as well as the challenges
facing the individual client.
A brief description of our
executive coaching process
• Setting Clear Objectives
and Establishing Contracts
Everyone has a role in helping a
coaching assignment to be effective -- the individual
being coached, the boss and the coach. The initial
contracting establishes a framework for each person's
role and commitment to the process. It also serves
as the agreement on how performance and/or career
issues will be addressed including issues of confidentiality.
• Assessment and Evaluation
We customize the use of a variety
of assessment instruments and data gathering tools
to ascertain as complete a picture as possible of
the situation. Tools may include personality preferences,
interest and thinking styles inventories, colleague
interviews, 360-degree feedback instruments and/or
past performance information.
• Feedback
One of our greatest skills is in
providing feedback in a way in which the individual
can hear it. The feedback is provided using specific
behavioral examples and is given after a thorough
analysis of the instruments, interviews and other
information. The confidentiality of all who provided
the information is strictly maintained.
• Action Plan
With our assistance, an action plan
is developed by the individual to address areas in
need of development. This plan is presented to the
boss. The plan is comprehensive and includes specific
"on the job" opportunities to utilize and
reinforce successful behaviors.
• Follow-up Coaching
and Consulting
Follow-up coaching and consulting
takes place at regularly scheduled intervals. Real
time problems and challenges are discussed and plans
put in place to address them. Guidance is provided
to the individual to "work the plan" and
identification and reinforcement of new behaviors
are reviewed.
TYPICAL CLIENT ASSIGNMENTS
AND RESULTS
• Improving the individual performance
of key employees…
A long-term, high potential female Ph.D. was not exhibiting
optimum leadership skills and our client called us
in to coach the employee. She needed to improve her
leadership capabilities as well as fully assess her
strengths and weaknesses against the competencies
required at the next level. After initial resistance
to the feedback data, with our coaching, she embraced
the information and implemented a comprehensive leadership
development action plan. She was promoted two levels
within a year and we continue to coach her today in
her new leadership role.
• Acting as key advisor to CEO…
The CEO's staff consisted of highly talented functional
experts. Within their own areas, each of them provided
a depth and breadth of expertise that was hard to
find elsewhere. The competitive marketplace was changing,
though, and the CEO's staff was beholden to an old
way of doing things. To increase his ability to move
the business forward, he needed an objective sounding
board and some fresh thinking. We operated behind
the scenes to help the CEO expand his horizons, test
out new approaches, and develop ways to guide his
staff to see things in a new way. The company has
made significant progress in entering new market segments
and in attracting new customers.
Accelerating Individual and Team Performance
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