- Work from your strengths and what you do best.
- Make your decisions using your head, heart and instinct.
- Be an influencer and role model for other.
- Establish clear business objectives and meet them.
- Manage yourself and your team more efficiently and effectively.
Who:
Presidents, CEO’s “C” Suite Executives, Vice-Presidents and Director levels, Professional Service (e.g. physicians, lawyers architects, accountants
What:
Most of our clients focus on two type of coaching services
- Executive coaching: Provides a structured format that address key professional development issues such as:
- Strengthening operational, organizing and priority setting competencies.
- Increasing courage in how challenging situations or people are addressed
- Improving energy and drive
- Being organizationally savvy.
- Inspiring others through exceptional relationship skills.
- Dealing with trouble.
- Driving results
- Trusted Advisor: Provides a sounding board for a strategic dialogue regarding key professional and personal issues such as
- Kicking growth into high gear
- Finding and using your best talent to improve results and improve delegation
- Learning to trust
- Working and managing Board relationships
- Succession planning
- Life and retirement planning
Case Study
A CPA at a major accounting firm reported that she was able to help her firm clarify their succession management strategy that allowed more senior members to move towards “emeritus” status while supporting younger partners to assume greater managerial experience. They reported that this effort provided significant growth opportunities for the company.
Top Ten Reasons Executive Seek Coaching and What They Get from Their Coaching Experience
| Why Executives Seek Coaching | What Executives Get Out of Coaching |
| 1. Leadership Development | a. Skills in transitioning to new positions b. Building an effective team c. Strengthening communication with their Boards |
| 2. Self- Management | a. Use time more effectively b. Maintain their mental and physical fitness c. Establish and live their priorities |
| 3. Professional Development | a. Understanding and using their strength resources b. Developing new skill sets c. Improving technical skills |
| 4. Managing Their Staff | a. Effectively using power b. Delegating skills c. Understanding human behavior |
| 5. Targeted Skill Building | a. Expanding knowledge outside their core area to learn about finance or other content area. b. Preparation for specific event such as a Board or professional presentation. c. Addressing a specific area needing remediation such as communication skills |
| 6. Personal Development | a. Improving confidence b. Career issues c. Speaking in public |
| 7. Change Management | a. Recognizing opportunities for change b. Bringing staff along c. Creating new branding and identity |
| 8. Strategic Implementation | a. Putting ideas into action b. Using metrics effectively |
| 9. Influence and Persuasion | a. Developing strategy around influence b. Understanding the science and art of persuasion c. Giving and receiving feedback constructively |
| 10. Life-Work Balance | a. Developing stress resilience b. Establishing professional boundaries c. Setting personal priorities |
Case Study
A senior engineer at an international energy company reported that his coaching sessions help him learn about how to effectively manage a team that required global connections. His successful management led to the project coming in on time and under budget.
Our approach to coaching
Uses a targeted behavioral approach that accomplishes 2 critical results
- Make effective and sustainable changes.
- Make these changes rapidly.
Strength-Based Coaching
The coaching process occurs in three phases.
- Assessment: Formal and informal data gathering and concludes with an agreement between the coach and leader on a Personal Development Plan.
- Engagement: Leader’s skills and strengths are applied in consultation with the coach to improve effectiveness in their key roles.
- Sustainability: Monitoring, tracking and fine-tuning complete the executive coaching process creating sustainability and long-lasting results.
Case Study
A non-profit CEO used the coaching process to improve how he interacted with his Board and reported that he now has a stronger relationship with his board and they are poised to address critical issues in a more efficient manner.