Potential Executive Coaching Clients are...
...newly promoted executives: high potential individuals who need to grow quickly into new roles and responsibilities.
...experienced executives facing difficulties with individual performance, team development, conflict resolution, professional presentations, change leadership or interpersonal challenges.
...executives adding new corporate responsibilities such as finance, marketing, business development or operations.
...clients faced with challenges associated with restructuring, acquisitions, merging or downsizing.
...executive clients in transition: making the decision to move on and preparing for the next opportunity; retiring executives needing to plan for succession and transition.
Approach
In this very sensitive work, we coach and guide organizational leaders to successfully achieve business results by leveraging personal strengths and understanding/overcoming challenges. In addition to 1:1 sessions, we design and facilitate meetings, projects, and special events, providing behind the scenes coaching in the context of day to day business efforts, challenging current assumptions and expanding perspectives.
Interventions
Individual Coaching: A series of 1:1 sessions to assess strengths and opportunities, debrief current events, explore assumptions, role-play new behaviors, and develop action plans. Individual coaching can include 360° Feedback, direct observations with real-time feedback, and/or a toolkit for ongoing development.
Strategic Planning: Consultation regarding vision, mission, values, strategies and tactical plans to align organizational efforts with marketplace opportunities. Strategic planning often begins with a SWOTT assessment (strengths, weaknesses, opportunities, threats and trends) as well as customer feedback and benchmarking, followed by in-depth discussions and an exploration of options leading to best choices for strategic planning.
Career Transition Coaching: A series of 1:1 coaching sessions to help executives sort out their career options by identifying leadership strengths, interests, skills and development areas. We validate through feedback from others and jointly explore options for internal or external moves and create developmental action plans.
Senior Team Offsites: Meeting design and facilitation to energize organizational leaders around a common leadership platform: clarifying organizational goals, building a common understanding of individual backgrounds, working through tough organizational challenges, developing working agreements and commitments to action plans.
360° Feedback: Data collection (generally with in-depth interviews and/or surveys), analysis, feedback themes, individual session to review the results, and recommendations to build leadership strengths and address opportunity areas.
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