As Executive Coaches, we help leaders:
- Think more strategically
Leaders can often get caught up in a reactive cycle.
We help leaders evaluate their thinking, shift their
mental models, and create plans and approaches that
are systemic and strategic.
- Communicate and influence more effectively
Strong communication and relationship skills are essential
to influence and energize employees and colleagues.
We work with leaders to acknowledge and master their
reactions, constructively surface difficult issues,
effectively share their reasoning, and engage others
in the process of problem-solving.
- Inspire greater performance
Organizations need direction, reinforcement, and a role
model who can lead the way. We coach leaders to create
a compelling vision, encourage and reinforce results,
and act in a manner congruent with the values, thinking
and behavior they espouse.
- Deepen capacity to manage
Coaching helps executives slow down and gain awareness
of the impact of their thinking, words, and actions.
Through reflection and exploration, we help executives
discover and experiment with new choices for efficiently
leading, increasing influence beyond their own organization,
and holding and juggling multiple demands.
Generally, the coaching process begins with a 360 degree
feedback process. In-depth interviews are conducted with
a cross-section of subordinates, peers and their superior.
The interviews are carefully transcribed and summarized.
Themes are identified and illustrated with verbatim quotes,
helping the client see his/her behavior and the impact
on others. Since that impact is frequently unintended,
the feedback process is a useful starting place to look
at the specific outcomes the coaching process will target.
Based on the feedback and resulting discussions, the
client and coach establish clear, specific objectives
that the client, their superior, and the coach agree will
lead to improved business effectiveness.
Where there is a degree of familiarity with the organization
and first-hand observations of the client, a formal feedback
process may not be necessary. Sometimes the coaching begins
quickly with the coach supporting the client’s immediate
response to challenges. As the client’s situation
stabilizes, a more formal feedback process is usually
recommended to take the coaching to a deeper level.
Frequency and length of sessions vary by client and