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“The goal of good coaching is the goal of
good management: to make the most of an organization’s valuable
resources.”
--
Harvard Business Review
Executive coaching helps professionals
in three key areas:
 |
Business
Results: bottom
line numbers, project outcomes, next quarter's earnings. etc. |
|
Systems
and Operations: strategies,
relationships, and culture that positively impacts business results |
|
Professional
& Personal Growth: leadership
strengths and abilities coupled with a sense of living on purpose |
Executive
coaching helps executives succeed in
today’s pressured business environment by enhancing their ability to access
and leverage their strengths; develop deep collaborative relationships with
their boss, colleagues, and direct reports; and approach problem-solving with
innovation and creativity. It provides structured planning and reinforcement to
help in the accomplishment of a new way of leading or managing others. The
results include sustained improvement and
measurable progress toward a desired business goal or result.
Specific coaching services are tailored to the
needs of each client. Depending on
client need, those services may include:
| Organizational
Scan: |
The characteristics and qualities of the client's
work environment are identified. This grounds the coaching process
in the client's "real world" work
or business environment. |
|
Assessment: |
A variety of assessments are available to the
client, including self-assessment on values and management and leadership
skills; 360 degree feedback (feedback from a client’s boss, colleagues,
and direct reports); and workplace interaction styles to gauge the quality
of relationships a client maintains in the workplace. Job shadowing is also available to clients. |
|
Coaching: |
Weekly or bi-weekly coaching sessions are focused
on the client’s goals and needs. These
sessions typically take place over the phone but can also be done
in-person at the professional’s place of business. Weekly telephone sessions are typically scheduled for 30-45
minutes each. Biweekly,
in-person sessions are typically scheduled for 1-2 hours each. |
|
Fieldwork: |
Between coaching sessions, the client is asked to
undertake one or more on-the-job assignments. This fieldwork is designed to help the client make progress
toward a goal and create new, desired habits in workplace behavior or
performance. |
|
Training: |
Targeted training on topics such as flexing
communication and workplace interaction styles, using coaching skills with
direct reports, and effective decision-making may also be part of the
coaching program. Training
outcomes are incorporated into the Development Diary, fieldwork, and
coaching sessions to make the training “stick.” |
Development
Plan: |
A
Development Plan is created that leverages the client's strengths,
identifies development areas, and targets opportunities for the client to
strengthen a skill and/or make progress toward a goal. |
|
Development
Diary: |
The client may choose to document his or her
experience with the fieldwork and coaching sessions in a Development
Diary. The Development Diary
helps the client document his or her accomplishments, identify successes
and areas they would like to further develop, and identify questions to
bring to the next coaching session. It
also documents a client’s progress during the entire coaching period. |
|
Ongoing
Support: |
Clients may choose one or more resources for
ongoing support during (and after) coaching.
Support may come in the form of The Manager’s Help Desk®, an
online support tool for clients to turn to when they have a managerial
question, or the Successful Manager’s Handbook, which provides
leadership and management tools and techniques that can be applied
on-the-job. |
For a free goal-oriented introductory coaching session, or for more
information, click here.
|
PERFORMANCE
MASTERY
