An Accountable Partnership to Achieve Goals for Improved Performance and Satisfaction
The executives we work with are already extremely competent. With some, the focus of our executive coaching is accelerating their development. With others, it is changing behaviors that have limited their effectiveness. Because they occupy such strategically important positions and have such wide-ranging impact, helping them function at their very best is critically important. We improve their behavior in a business setting in a way that leads to enhanced individual and organizational effectiveness.
Our executive coaching process typically covers a period of six to 18 months and is data-driven and values-based. It is data-driven in the sense that we work with information gathered from a variety of sources including interviews, assessment instruments, questionnaires and psychological inventories. It is values-based because the client is always the final judge of how well any anticipated behavioral change agrees with what is most important to him/her.
The coaching process generally follows this pattern:
- Your boss and/or human resources executive is usually often involved in the initial phase and provided with updates along the way—without violating confidentiality—and consulted toward the end of the process.
- An orientation session in which we discuss the process and agree on the expected outcomes. This includes identifying the goals for both the individual and the organization, agreeing on the instruments and questionnaires to be used, setting the time frame and schedule of events and identifying the respondents who will be interviewed or asked to complete a multi-rater assessment.
- The interviews are conducted and combined with assessment data in a format that brings all the information “to hand” to be discussed during an extended feedback session. Initial reactions and questions concerning the data are considered in this session.
- You and your coach each complete an exercise to consolidate the data and identify the major themes and patterns. During this meeting, the action plan begins to take shape.
- For the next several months you implement the action plan and meet with your coach for a series of sessions to build skills, measure progress, make any necessary adjustments to the plan, and identify new issues as they arise. Coaching consists of discussions, modeling, and skills practice.
Through this process you can develop a self-directed approach to increasing behaviors that serve a more effective leadership role. At an appropriate interval, usually ten to 12 months after the action plan has been implemented, several follow-up interviews and/or multi-rater assessments are conducted to determine the impact of the coaching.
For information, contact us here.