At a time when company performance is coming under greater scrutiny and the demand to do more with less is even more intense, many organizations are looking to successfully build an internal core of leaders to drive change and improve results. It is critical to get the most productivity from every employee, especially those in a leadership position. Leadership development through coaching is becoming to companies what athletic coaches are to the sports industries. Coaching is one of the pre-requisites for winning.
Because people have a tendency to become what they practice and are encouraged to be, coaches (whether “internal” inside the organization or as an “external” partner) are being employed to equip current and future leaders to increase their leadership skills, enhance leadership behaviors and ultimately achieve greater success in and for the organization. Our coaching programs are designed to do just that.
What Does Executive Coaching Address?
In the words of the late Stephen Covey, it is important to ”begin with the end in mind.” Before a coaching program begins, we work with our clients and client sponsors to clearly identify areas in which the leader needs to develop. Coaching is often initiated when a leader needs to:
- Improve communication skills
- Increase overall leadership skills
- Become more strategic and less reactive
- Better coach and manage a team
- Motivate and engage employees more effectively
- Delegate without dumping or micro-managing
- Increase trust and loyalty in the team
- Make decisions more quickly
- Efficiently manage tasks and priorities
- Increase time management skills
- Better manage emotional triggers
- Adjust and adapt to change
- Work more effectively with peers / fellow team members
- Learn to handle manager / employee conflicts
- Prevent unnecessary turnover due to poor relationships skills or ineffective leadership
- Lead employees in any location and move beyond the face-to-face way of managing
- Learn to redeploy talent when the needs of the business significantly change
- Empower team members to learn from each other and use their differences to propel the team to success
…or other areas where there is a need for strengthening and developing a skill or leadership behavior.
Beginning with the end in mind, the Executive Impact coaching process includes:
Needs Identification, Designed Alliance & Launch of Coaching Engagement
- Understand overall leadership development needs from client sponsor
- Establish the relationship between the leader and the coach ~ defining what coaching “is” and “isn’t”, the nature of confidentiality and coaching code of ethics
- Outline overall “needs” and scope of coaching engagement; overview of the coaching program and process
- Review of leader’s employment and performance history
Initial Leadership Assessments
- Interview, collect and assess all performance related information provided by the coaching client and client sponsor
- Administer “Profiles XT” and “CheckPoint 360 Leadership Effectiveness Survey”
- Meet with coaching client to debrief all assessment and interview results
- Meet with client sponsor to debrief assessment and interview results
The Leadership Development Plan
- From the interview and assessment results, co-create a leadership development plan ~ clearly defining specific leadership skill and behavioral development areas to be targeted as well as leadership module content to be covered
- Meet with the coaching client and client sponsor to finalize the coaching and development plan
Leader Coaching Sessions
- Utilizing the leadership development plan, coaching sessions will be held with the coaching client on a regular basis (either every other week, two sessions per month or monthly sessions) to coach, develop and support the client to achieve the growth objectives as outlined in the plan.
- Based on the development plan, leaders are assigned “homework” between sessions to read leadership module content specific to the skill or behavioral development area(s) being targeted.
- Leader will be coached in session and will, prior to the end of each session, establish an action item or goal to accomplish prior to the upcoming session ~ to which he or she will be held accountable.
- In order to determine leadership development progress, a re-assessment using the CheckPoint 360 Leadership Effectiveness Survey is conducted and is used to measure current performance against the initial assessment benchmark.
- The coaching client and client sponsor are debriefed on the new assessment results. Continued coaching will occur if needed, or a transition plan will be developed to insure effective on-going internal support of the developing leader and accountability methods will be identified and put in place for sustainable success.