The ability to work effectively with others is perhaps the single most important factor in the success of today’s managers and executives. This program is designed to develop those leadership and interpersonal skills essential for effective executive and managerial performance.
Executive Coaching is intended for two groups:
The first group includes executives and managers who are valued and technically competent, but need to develop interpersonal and leadership skills. Very often, the success of these executives rests upon their ability to make significant changes in their behavior, style and relationships.
The second group includes managers who have been identified as high performers and simply need further development in their interpersonal, managerial, or strategic thinking skills. This often includes new or less experienced managers who are in challenging or new assignments.
The following list represents some of the more commonly addressed interpersonal and management skills in the program:
- Communication, Listening and Feedback
- Strategic Thinking
- Influencing Others
- Presentation Skills
- Managing Change
- Managing for Improved Performance
- Retaining High Performers
- Managing High Potentials
- Using Assertiveness and Personal Power
- Leadership Presence
Executive Coaching is a two-phase process. The first phase is a comprehensive assessment to pinpoint the behavioral changes and skill development required for maximum effectiveness. Three methods are used: testing; 360-degree feedback; and an extensive interview. The testing component compares the participant to norms that have been used for many years in business and industry. The individuals are evaluated in areas such as mental abilities (verbal, quantitative and critical thinking skills); leadership; risk and change orientation; teamwork; creativity; interpersonal style; etc. We can also use 360-degree feedback to provide leaders with a complete picture of their performance and to help them identify their strengths and areas for improvement. By conducting an extensive interview, we get to know the participant in the context of both work and out of work life. The assessment is an opportunity for participants to see themselves as others see them.
The second phase is a systematic program of coaching and skills training based on Corporate Insights’ Coaching Model (A.R.I.A.). This model is designed to enhance the participant’s developmental needs by: developing self-awareness of one’s strengths and developmental needs; reflecting on the gap between current and desired state; practicing new skills through role plays and videotaping; viewing management video tapes; identifying opportunities for practicing new skills on the job; and receiving feedback from others. Executive Coaching is often done in biweekly sessions over the course of several months to a year. The program also includes meetings with the participant’s manager, and group meetings with direct reports and/or colleagues.
In our experience, there are some key factors that help ensure successful coaching results:
Situation Analysis: By understanding the organization’s business environment, culture and demands, the coach is able to provide appropriate and meaningful support.
Focus: There is clarity about objectives and expectations for change.
Commitment: The organization is committed to supporting the individual over time and the individual is committed to developing him or herself.
Course of Action: By creating specific development plans, a course of action is implemented that will help the individual become more effective.
Confidentiality: Confidentiality is agreed upon between the coach and the individual, and between the individual and other stakeholders in the organization.
Honesty: The issues are discussed in a clear, open and direct manner.
Guarantee: Results are guaranteed as long as the client stays motivated and open-minded; is willing to deal with the discomfort of practicing new behaviors; and follows through on the coach’s suggestions and recommendations.
Executive Coaching uses a pragmatic approach to fill the gap between traditional training and counseling. Unlike group training activities, Executive Coaching’s one-on-one format enables executives and leaders to immediately practice their new skills and behaviors “on the job.” They come to realize that they are not being asked to change their personalities; however, their behaviors can change and their skills can be improved which, in turn, enhances their leadership effectiveness. Executive Coaching benefits individuals by enabling them to reach their full potential, and benefits the organization by improving productivity and avoiding costly termination and new hire expenses.