Critical concepts in any of my coaching engagements: Clarity, candor, challenge, courage, growth, learning.

Executive Coaching, as I practice it, is all about improving your effectiveness as a leader, not "fixing" a remedial problem.  It requires a close, integrity-driven partnership between coach and client.  Trust and confidentiality foster a collaborative process of guided change to help each individual achieve their goals.  During each engagement we discover new possibilities for their work life, plan actions around a new vision and remove any barriers that prevent change.  Each engagement is an iterative and ongoing process, typically lasting six to twelve months.  Ultimately, the objective is to enhance your leadership skills, presence and effectiveness...we believe that great leaders inspire individuals and organizations to reach their full potential.

There are several phases to a typical engagement:

I conduct stakeholder interviews with key constituents, i.e. direct reports, peers and other executives who interact with the client on a regular basis. Following those interviews, I draft a report outlining the consistent themes, both positive as well as requiring development, described by the stakeholders. Discussing this feedback is a powerful process, as you see the upside and downside of your leadership style through the eyes of those you lead.

Development Plan
Feedback received from stakeholders, along with my observations, drives creation of a Development Plan. Typically, the plan identifies two-four key development goals as well as on-the-job action ideas to make progress towards those goals. We chart progress against those goals through continued engagement with stakeholders.

Active Coaching
Meetings are generally biweekly, either live, by Skype or by phone. Typically, these sessions will last 60-90 minutes. The purpose of the meetings is to make progress on the targets identified in the development plan; adjustments in action ideas will also be made to take advantage of emerging situations. Discussions will focus on the application of new self-insight and management tactics, approaches to current work challenges, adjustments in leadership style and other topics as appropriate. Specific action steps will be identified in each session to advance the development agenda.

We will incorporate the use of management/leadership books, videos, journaling or other learning tools as appropriate.

Scenarios where a good leader might benefit from Executive Coaching?

  • Executive is making the numbers but lacks people skills
  • Executive doesn't have a designated successor or plan
  • Executive needs to step up game as face of the business
  • Executive is micromanaging direct reports
  • Executive needs stronger presence with Board of Directors
  • Executive would add more value if people were better developed

Any situation where an executive has an opportunity to improve and add greater value to the organization is a viable coaching opportunity.