About Coaching

About Coaching

What is executive coaching?

An executive coach provides executives guidance and support in addressing challenging leadership issues. Executives participate in a process which includes a series of supportive conversations, methods and techniques to assist their efforts in making improvements and achieving personal and organizational goals. An executive coach will strategically and confidentially partner with executives to create a “win-win” outcome.

The coaching process is not a course of criticism but instead a pathway of collaboration and supportive growth. Some executives liken coaching to sports coaching, except that coaching is not intended to result in a win or lose outcome. Working with an executive coach may help executives achieve results faster than if they worked alone.

Depending on an executive’s goals, self-assessments and leadership instruments may be utilized to assist in providing a current “snapshot” of an executive’s leadership behavioral style, skill set and personality preferences. It’s important to recognize that executive coaching is not counseling or therapy. Executives won’t work on “deep” behavioral issues or delve into their past, although some information about the past may surface during meetings and provide useful information.

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What benefits will executives experience?

  • Executives can experience both personal and professional growth that contributes to executive effectiveness while supporting the organization’s strategic objectives.
  • They will identify and clarify intended goals and actions and will create crisp plans to achieve their intended outcomes.
  • Executives will receive the constructive support and candid feedback needed to help them work through goals realistically and successfully.
  • They will identify the “right” priorities so they can most effectively direct their energy in achieving results.
  • Executives will explore different ways to view people, situations and issues and learn to “stretch” their thinking. They’ll be asked to consider alternative perspectives and experiment in applying varied methods and techniques.
  • They will receive relevant information and materials as they navigate through the coaching process.

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What is the executive coaching process?

The last thing busy executives need today is a process that is more complex than it needs to be in accomplishing goals. The coaching process below is kept simple:

  • Assess the present situation
  • Establish specific and measurable goals
  • Design and implement an action plan
  • Measure and assess results
  • Implement a feedback loop to ensure results are sustained

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How do executives know if coaching is the “right” next step?

In an initial consultation, the executive and I will have an exploratory discussion to determine whether executive coaching makes sense as the “right” next step. Sample questions include:

  • What do you want to achieve and why?
  • What challenges do you face?
    How have you handled these challenges to-date?
  • What do you think might be preventing improvement or the ability to achieve results?
    How do you think a coach can help?

Executives might be ready for coaching if some of the things they want are to:

—Determine how to link business goals with human processes so as to generate positive business results.

—Strengthen effectiveness by using superior listening and questioning skills.

—Transform conflict situations into opportunities for cooperation and collaboration.

—Handle “sticky” situations and tough business moments flawlessly and successfully.

—Assert themselves but not be viewed as inflexible or dictatorial leaders.

—Be recognized as tactful and decisive leaders.

—Identify and then develop the skills and behaviors needed to be effective and future-oriented.

—Expand their professional networks.

—Develop and improve job search skills.

—Make a career transition, either by advancing in the same profession or changing to another.

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What’s my role?

In today’s challenging and demanding times it’s difficult for executives to take the time to focus on themselves. I will guide executives through a streamlined—yet flexible process—to reach their personal and professional development goals.

Our interdependent work will be customized to flow with the true essence of an executive by working with the strengths he or she brings to the organization. In addition I will:

  • Provide guidance and support in identifying and clarifying critical goals—some which initially may have seemed unreachable.
  • Assist in developing a crisp plan to achieve goals.
  • Help ease the way through the coaching process.
  • Encourage executives to “open up” their thinking and challenge them to consider different views and perspectives.
  • Assist and advise in identifying reasonable options.
  • Assist and support executives as they experiment with modified skills or behaviors.
  • Constructively provide candid feedback, including discussing and examining the “real” causes of any inaction on their part.
  • Hold executives accountable for the goals to which they are committed.
  • Be empathic to preferred styles, challenges and obstacles but will work constructively and candidly to address needed modifications “head on.”
  • Establish a confidential and mutually trustful relationship.
  • Listen intently so as to fully understand—without judgment.
  • Utilize a number of self-assessments or leadership instruments to clarify and verify thinking and to possibly reveal new information.
  • Encourage them to stay on track in making progress.

An overarching goal is to help executives work self-sufficiently and to the best of their abilities. I will not take ownership of issues, problems or goals but instead, will work with executives collaboratively while remaining objective and impartial.

Executives can rely on me to be prepared, committed, supportive, focused and actively engaged throughout the coaching relationship.

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How will executives know that I’m the “right” coach? When they:

—Are willing to set goals that might not be easy to reach but they are willing to give their 100%

—Follow through on commitments to do the work required

—Are curious, remain positive, stay open-minded and are willing to experiment with change

—Are prepared to make their coaching meetings a priority

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How are coaching meetings structured and how long does a coaching assignment last?

Meetings are conducted monthly. Most executives prefer to meet in person. Meeting frequency is determined based on individual needs, situations and preferences. Meetings may also be conducted over the telephone.

With all coaching programs there are occasional telephone meetings, especially when there is a need to address “real time” coaching needs. Email exchanges occur throughout the coaching assignment and executives have unlimited email access for coaching support. The duration of an executive coaching assignment typically ranges from six months to one year.

Often, executives recognize the ongoing benefit of a strategic partner and confidant and extend the coaching assignment indefinitely. In these instances, I continue to act as a sounding board, assisting executives in addressing and resolving complex leadership issues and advising courses of action, as appropriate. Depending on both individual and organizational needs, coaching assignments may also expand to assist team leadership needs.

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What are the coaching program fees?

Coaching fees are determined based on the type of program selected, the frequency of meetings and the duration of the program.

You can call me at USA 937-602-2855 to schedule an exploratory meeting and/or to discuss fees further.

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