Executive Coaching is one of the cornerstones of our business. We partner with individuals, teams and leaders to support them in shifting their perspectives, allowing them to create new solutions and approaches that deliver results for themselves, and their Organizations.
We do this by bringing our expertise, mastery and knowledge to their designed agenda and by seamlessly integrating awareness’s from our own proven Management Practices.
Our Master Coaches, Facilitators and Trainers will share with you Leadership Distinctions and Best-in-Class Management practices that deliver results. Our Executive Coaching Programs support the development and integration of the Management Practices listed below.
Executive Coaching for Business and Organizations
Clarifying and Declaring Commitments|
Discovering Personal and Professional Values
Creating Compelling Visions|
Creating an Accountability Mentality
Making Powerful Choices|
Coaching and Developing Others|
Fostering Great Relationships
Becoming a more Compelling Communicator|
Developing Personal Presence
Developing Skills for Fostering Diversity|
Being Recognized as a Natural Leader
Being Results focused & Creating Action Plans |
Creating a High performance Team
Creating a Coaching and Mentoring Culture|
Discovering Your Higher Purpose
Building on individual and team Strengths |
The reasons are varied, but typically include the following:
- Performance coaching - can be defined as a confidential, highly personal learning process. Typically, the coaching is designed to bring about effective action, performance improvement and /or personal growth for the individual, as well as better business results for the organization. It is individualized and is a one-on-one process which recognizes that no two people are alike. Each person has a unique knowledge base, learning pace, learning style and set of objectives. The individual is held accountable for his/her own progress and is challenged by the coach to uncover blind spots and change behaviors which are critical for success. These blind spots and areas for development are often identified up front by means of a specialized assessment.
- Becoming a collaborative leader - learning to get results with others rather than from others, managing lateral relationships, inspiring others' commitment, learning from others' experiences, seeking common ground, maintaining the self esteem of others, celebrating and endorsing.
- Coaching to maximize the impact of learning - It's been documented that training programs delivered in conjunction with coaching have yielded a 400% greater impact on performance (i.e. the behavior and results sought after as a result of the training) than training delivered without coaching. The coaches may be utilized as a "back-end sustainability tool" providing support and accountability for the participants upon completion of the training, which significantly increases the level of retention and the integration of knowledge into the performance of their jobs.
- Leveraging stylistic strengths, overcoming stylistic limitations - understanding one's personal communication style, learning to discern the styles of others, using communication style strengths for maximum impact, overcoming style limitations.
- Coaching and developing others - inspiring and supporting others' development of unrealized potential, fostering sustained high levels of commitment and performance, coaching others to be self-managing and self-initiating.
- Becoming a more compelling communicator - communicating clearly and compellingly, using humor effectively, using stories and metaphors to deliver powerful messages and inspire the commitment of others, maintaining an easy style of relating to others.
- Developing personal presence - maintaining a positive and forward looking perspective, overcoming mistrust in others, developing trust in others, maintaining self confidence in trying times, maintaining awareness of self and others in interactions, being someone whose ideas are sought out and who seeks out the ideas of others.
- Developing skills for fostering diversity - learning to manage one's attitudes, developing tolerance for differences in perspective, learning collaborative skills, learning to flex one's communication style to better relate to the diverse styles of others, learning to trust group synergy.
- Preparing to assume greater responsibility in the company - expanding the scope of one's vision, understanding what's required of leaders at different levels of the company, overcoming anxieties about greater responsibility, developing influencing skills and strategic skills.
Coaching in the organization
- Benefits of being coached or having employees coached.
|Benefits to Companies
that Provide Coaching
|Benefits Realized by Executives|
as a result of Coaching
||Improved Working Relationships with Direct Reports and Supervisors|
||Better Working Relationships with Peers|
|Improved Customer Service
||Higher Job Satisfaction|
|Reduced Customer Complaints
||More Organized Commitment|
||Better Relationships with Clients|
|Bottom Line Profitability
- What has caused the tremendous growth in the coaching industry?
- Rapid changes in the external business environment - business is global, it's fast, and the competition is fierce.
- Downsizing, restructuring, mergers and other organizational changes have radically altered what has been termed the "traditional employment contract". Companies can no longer achieve results using traditional management approaches based on command and control - they must discover new ways to inspire commitment.
- There is a growing shortage of talented employees in certain industries - to attract and retain top talent, companies must commit to investing in their development.
- There is a widening disparity between what managers were trained to do and what their jobs now require them to do to meet increasing demands for extraordinary business results for sustained competitiveness.
- There is an intense unrest on the part of many employees and leaders in many companies - people are wrestling with fears around job insecurity and increased workplace pressures to perform at higher levels than ever before. Moreover, there is uncertainty regarding what the new workplace relationship really looks like, and the leader competencies which are required are painfully absent.
- Companies must develop inclusive, collaborative work environments, in order to foster organizational members to realize his/her full potential, and to maintain high levels of customer satisfaction.
- What is the difference between a mentor and a coach?
A mentor provides advice and guidance based on his/her own industry or subject matter expertise and experience, "shows the mentee the ropes" and assists mentees in making valuable organizational connections. A coach may not have industry or subject matter expertise and operates differently in the relationship than a mentor. A coach provides the structure and focus to assist the person being coached to discover his/her own solutions to address work related challenges and opportunities. Where the coach does have expertise related to the focus of the coaching, he/she may leverage the expertise and specific tools to accelerate the delivery of results for the person being coached.
- What are the pros and cons of external coaches vs. internal coaches?
- Knows the organizational culture and how success is measured
- Knows systems
- May already know and have a good relationship with manager to be coached
- Relationships can be long term and less subject to termination due to changing business conditions
- Readily available
- May have conflicts of interest in terms of management reporting
- May be biased due to personal experiences
- May be managing competing priorities (i.e., with coaching not being foremost)
- May not be viewed as able to hold confidentiality
- Not biased by past experiences in the organization
- May be more readily able to establish trust due to higher degree of anonymity
- Able to focus exclusively on the person being coached
- May see possibilities not seen by internal due to broader experience
- Not bound by organizational politics in presenting information and ideas
- Doesn't know organizational culture
- May be seen as lacking industry or subject matter credibility
- May not be as readily available
- There may be concerns regarding conflicts of interest (e.g., relationships with competitors, etc.)
5. How does a manager assess an employee's need for a coach?
- Performance appraisal
- 360o feedback
- Career development plans/ individual performance
- Organizational/business needs
- The individual's stated desire to work with a coach
- Customer needs
The most important indicators are the individual's readiness and willingness to be developed. Typically, these are present when there is an identifiable gap between where the person is presently, and where he/she wants or needs to be and closing that gap is exciting, compelling, or urgent.
Individual & Group Coaching
One on One coaching puts the full focus on you and your goals. With a private coach the focus in narrower, more specifically aligned to your situation, more personalized to suit your needs and preferences. Comparing and integrating group coaching:
One on one coaching clients are able to participate in some coaching groups at no extra charge, depending on availability, and of course may also join any other coaching group (based on availability) to supplement their private coaching. Private coaching also includes brief email and phone support as needed between scheduled coaching sessions.
Individual Coaching Packages:
The coaching is delivered via telephone on a monthly basis and there are 3 packages to choose from: 3 months, 6 months and 12 months. The coaching hours total 1.5 hours per month and can be delivered in either 1 - 90 minute session, 3- 30 minute sessions or 2- 45 minute sessions. This is typically determined by the coach and client. Please contact for pricing. Group Coaching:
One of the best ways to achieve a team goal is to be part of a Coaching Group. Your coaching partners can provide invaluable support which includes: subject matter expertise, a listening ear, suggestions for how to get into action, encouragement, resources, networking opportunities and increased accountability. Comparing and integrating one on one coaching:
Sometimes a group coaching member can use a private session or two for some extra focus to get them over a hurdle. These occasional private sessions for group members are available at a lower rate - please contact for more information. Group coaching also includes, at no extra charge, occasional brief support by email or telephone between group coaching sessions.
Types of Coaching Groups
coaching on group goals and development Dispersed employees
with common organizational goals, such as sales representatives, managers learning to coach, a dispersed project team A common role
such as a group of managers working on various common goals - team building, bottom line results, Customer Service, etc. A common objective
or focus (such as a group of individuals working on launching a new products or developing work-life balance) Group Coaching Packages:
The coaching is delivered via telephone on a monthly basis and there are 2 packages to choose from: 6 months and 12 months. The coaching hours total 1.5 hours per month and can be delivered in either 1 - 90 minute session or 2- 45 minute sessions. Groups are anywhere from 6-15 individuals.
For Executive Coaching information send your inquiry to firstname.lastname@example.org