Sometimes circumstances call for an individual approach to developing leaders. The goal of executive coaching is to provide the individual the support and tools to achieve peak performance as a leader or manager.
Based on input from written assessments, interviews and the executive’s objectives, a tailored plan is developed to close the gap between ideal performance and current performance. The coach is a catalyst in guiding the executive in acquiring the knowledge and skills, along with the necessary mindsets and attitudes, to increase effectiveness and maximize contribution to the organization.
Steps in the coaching process include:
• Initial meeting and setting of objectives for coaching
• Establishment of ground rules for successful coaching (accountability, commitment, homework, etc.)
• Establishment of an ideal performance profile (gained from interviews and assessments)
• Executive assessment (360° written assessment, Myers-Briggs Type Indicator, interviews, and other performance data)
• Feedback review and contrast with ideal performance criteria (the gap)
• Executive coaching meetings, which may be either in-person or via web conference with webcams
• Development of plan (includes re-established objectives and priorities, logistical arrangements for coaching, specific guidance and homework on immediately increasing and leveraging strengths, and agenda for building new skills to close the gap)
• Execution of plan with continual progress reviews (can include face to face, phone, and intermittent e-mail coaching support)
• Plan adjustments as needed based on new performance data and organizational changes
• Re-assess through written assessments and or interviews
Time Frame: On average three to six months in duration
Minimum/Maximum Number of Executives: Individual and/or intact team coaching
Required Material: The coach develops and provides all tailored tools as needed