Embedding the language of coaching and asking powerful questions can create the right environment for your business leaders to grow and achieve results.
Executive Coaching is a highly invested three-way relationship involving the coach, the coachee and the organizational sponsor and as such engagements are built from a minimum six-month timeline.
At the start of each executive coaching engagement the coach meets with the organizational sponsor, the executive and their leader to determine priorities for the executive coaching engagement and ensure everyone is on the same page.
We also get a “lay of the land” and gain an understanding of your organization’s priorities, challenges and how the executive’s growth fits into them.Using a 360 approach, we interview the executive, their leader, and stakeholders to access perceived strengths and development opportunities. Assessments are used to reveal personality, behavioural preferences and values that contribute to self-awareness. The coach may also “shadow” the executive at work to gain valuable insight on strengths, gaps as they go about conducting meetings, delivering presentations and interaction with internal and external stakeholders at work.
Together the coach and executive identify and set executive coaching engagement goals that reflect 2 to 3 major developmental opportunities, identifying measures of success and create a tailor-made development plan that leverages their strengths and addresses their development opportunities through an array of state-of-the-art learning techniques: assessments, exercises, case studies, 1:1 coaching conversations, all with an eye to strengthening the foundation for future success.
The executive and the coach meet bi-weekly over the course of the project to help the leader practice new tools and approaches. In-depth coaching sessions help the executive leverage their strengths and create meaningful change to deepen their leadership and business performance. The executive is encouraged to connect with their stakeholders throughout the process to gain powerful insights about their leadership strengths and gaps. The coach also uses mid-point and end-point survey tools to obtain feedback from stakeholders to determine if the leader is improving in those areas identified as critical to the business and their individual leadership development plan.Check ins are held throughout the engagement, led by the executive with the coach, their leader and/or organizational sponsor to discuss progress against goals. The executive’s growth is validated through a development tracking survey at the end of the coaching and a plan is developed to sustain their ongoing development and success.
Executive Coaching Process
Introduction and Orientation to Coaching Process
Alignment Session and Development Planning
Final Alignment and Evaluation
Depending on the sessions required, coaching engagements typically range from 6-12 months with an average cadence of 2 sessions month, starting at $15,000 and up.