have senior and emerging senior employees who could benefit at some point
in their career from a neutral third party coach, assessor and advocate.
In executive coaching, we work with an individual, his / her
“boss” and other identified participants to identify the client’s
strengths and weaknesses and help the client develop a professional
development plan for growth. Many
times the technical performance of the executive is less an issue than the
person’s leadership or interpersonal style.
Since leadership or
personal style can have such a critical link to accomplishing “the
mission,” coaching is viewed as a organization business investment as
well as a development opportunity. For
those reasons, one-on-one assessment of issues, feedback and neutral
coaching in changing approach or style can provide significant effective
and long-term results for executive and his / her colleagues.
Normally the steps of the process
clarifying the goals of the individual being coaching;
any additional goals of the “coachee’s’” boss so the work is
“aligned” with the organization;
confidentiality of the coaching between the coach, coachee and
of data from identified colleagues on the executive’s strengths and
interview data for themes;
interview feedback and recommendations to the employee;
development of a customized action plan for change;
on a weekly / bi-weekly basis as the employee implements behavior
change and other plan elements; and
interviews after three months of coaching to help assess the
executive’s success in making his / her desired behavior changes.
Once the data is analyzed, it is then fed back and the person selects what he/she will
work on. During the three month coaching period that follows, the individual tries new
things, discusses successes and failures, and begins habituating the desired behavior.
Coaching meetings are held once a month to support the changes that are being made.
end of three months, all interviewees are interviewed once more and each rate the amount
of difference they see in the person's behavior from their first interview to the current
time. The final summarized data is reported back to the individual receiving executive
coaching so that he/she can assess where continued work is necessary.
employee being coached shares the summary report with his/her reporting supervisor and the
coaching is then transferred back to the operating supervisor.