Leadership Coaching

What is Leadership Coaching?

Leadership Coaching is a one-on-one developmental process designed to enhance leaders‘ effectiveness at achieving their business results, while meeting their career objectives.

When is Leadership Coaching Appropriate?

Leadership coaching is highly recommended in the following types of situations:

  • High-potential managers preparing for the next level of management
  • Leaders with superb technical skills, but poor leadership abilities
  • Leaders wish to improve their overall effectiveness as an executive
  • "Derailed" leaders and those at risk
  • Senior executive needing a "trusted advisor" on organizational vision, strategy, staffing issues or organizational design
  • Leaders planning a major organizational change, including mergers and acquisitions
  • Individuals attaining their first managerial or executive position
  • Conflict between one‘s personal and professional lifestyles
  • Conflict resolution
  • Those needing assistance in dealing with a culturally and generational diverse workforce

Our Approach to Leadership Coaching:

We believe in taking a "systems" view of coaching. That is, we look not only at the behavior of the individual leader, but also at the role of the larger organizational culture in shaping and sustaining that behavior.

Confidentiality is critical to ensure an open, trusting dialogue between coach and client. We do not share assessment information with anyone other than the coaching client, unless agreed to in advance by the client. However, we expect clients to share their development plans with their manager so that the manager can monitor and support the plan. Coaching is about developing people and helping them achieve their greatest potential.

Leadership development takes time. Our coaching assignments normally last six months or longer, which is the time necessary for sustained behavior change.

If appropriate, we can recommend outside resources in presentation skills, ESL, and business English writing skills.

Coaching is not psychotherapy. If we become aware of significant needs for psychological counseling, we will recommend referrals to appropriate outside professionals.

The Leadership Coaching Process:

The Leadership Coaching process consists of the following steps:

  1. Relationship Building. We meet with the coaching client to develop trust and ensure a productive working relationship by outlining the coaching process and answering questions.
  2. "Contracting." If appropriate, we hold a three-way meeting with the coaching client and the client‘s manager to define roles and confidentiality ground rules.
  3. 360º Assessment. Using interviews or web-based surveys, we assess the client‘s strengths and development opportunities, based on the perspectives of the client, supervisor, peers and subordinates.
  4. Self-Assessment. Using selected instruments we assess career aspirations, corporate cultural fit, interpersonal skills, communication patterns, personal and professional values, and conflict resolution patterns.
  5. Observation. We often observe the client in action leading a staff meeting, making an important presentation, or meeting with their supervisor.
  6. Feedback. We provide the client with concrete, practical and actionable feedback on their strengths and opportunities for development.
  7. Planning. We partner with the client in creating a Development Plan with major objectives and specific action steps and timelines.
  8. Coaching to the Plan. We meet with the client on a regular basis in order to implement the plan. Activities may include: reading assignments, self-observation practices, reviewing successes and difficulties since previous session, rehearsing new behaviors in the session, and trying out new behaviors with direct reports, peers and customers.
  9. Periodic Meetings with Manager. We meet with the client‘s manager to provide a high-level progress update and to offer recommendations on how best to reinforce the development process.
  10. Follow-up Evaluation. We perform an abbreviated 360º assessment to measure progress to date.
  11. Closure. We will complete our work by providing a summary of progress attained while supporting the client in planning future development objectives. If indicated, we arrange for periodic follow-up meetings and/or working with the client‘s team.