Many organizations identify and develop their future leaders with stretch assignments, role preparation for succession planning or special projects for development.  These assignments usually involve coaching for guidance in decision-making, leadership development and readiness preparation as well as a value added benefit to retain high potential employees.

 

Many times a client has the capacity for high performance but for some reason is not performing to their full potential. Other times, a client exceeds expectations is one competency but needs improvement in another. They may have excellent technical skills but poor people skills. Most organizations want to do everything possible to help an employee succeed. Coaching in these roles focuses on self-awareness, candid feedback, keeping high priorities on the radar and addressing issues that hinder success.

 

Many organizations have a leadership competency model of what they need their leaders to do well. These competencies include skills like communication, teamwork, decisiveness, trust and listening.  Coaching in this area can be comprehensive in designing, implementing and measuring competencies or, if an organization already has these systems in place, coaching can be supplemental to improve individual skills in an already developed model.

 

Many times executive coaching involves advice and accountability to implementing key projects and/or areas of responsibility. For example, many clients are responsible to develop a strategic plan or implement a change initiative and they want a coach for a sounding board for ideas and a second pair of eyes to review their plan.  They may be pioneering into new territory and would like someone to help them create and implement a plan.

 

Many employees get feedback from a performance review or 360° survey that includes action steps but may need clarity on what to do or how to do it.  They may need to get more specific and measureable or they may need accountability to implement the action steps.

 

These are short coaching engagements to help a client design and deliver a presentation. It includes video coaching, PowerPoint™ design, presentation evaluation, coaching development plans and speechwriting.

 

Some coaching sessions are one conversation or one off-site meeting in length.  A client may have an important meeting that they want to prepare for or they have an important decision to make and they just want to make sure all of their bases are covered. They need a coach who can identify blind spots and ask good questions the client hasn’t thought of.  We can create agendas and checklists for important decisions, crucial conversations and strategic clarity.

 

Coaching Methodology

Assess and Design (initial kick-off meeting)

• If necessary, assessments and 360° feedback
• Creating a specific development plan
• Goal setting and clarity

Implement (on-going coaching conversations)

• Removing obstacles to implementation
• Problem-solving and decision-making
• Preparation and planning for action steps

Evaluate (on-going coaching conversations)

• Accountability to action steps
• Measuring progress
• Feedback to blind spots

 

 

 

 

 

If your organization's current or next generation of leaders could benefit from executive coaching, contact us to learn more.