Executive Coaching

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.

The Process:
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 situation.