Leadership & Executive Coaching

Assumptions

People can grow, change, and develop when afforded the opportunity. When provided with the language, tools and understanding , leaders can be developed.

What is Coaching?

Coaching is a process of working with someone who wants to understand and develop with the aim of becoming more effective as managers, leaders and individual contributors within organizations.

Coaching focuses on leveraging strengths and building key competencies needed to achieve objectives. Coaching is about inventing a future from the individual’s own possibilities with the coach’s knowledge and experience.

Targeted coaching involves a one-on-one relationship based upon agreed-upon ground rules, time frames and specific goals and measures of success. The coaching relationship uses tailored goals and approaches including: skill building, performance improvement, development for future assignments and exploration, definition, and implementation of specific business objectives.

The coaching process includes:

  • Pre-coaching needs analysis/assessment
  • Contracting
  • Data gathering—interviewing of those that work alongside the individual
  • Goal setting
  • Individual coaching sessions
  • Measuring and reporting results
  • Transitioning to long-term development

Coaching applies several of the following practices, among others:

  • Problem solving and planning
  • Rehearsal and on-the-job practice
  • Feedback
  • Dialogue
  • Clarification of roles, assumptions, and priorities
  • Teaching and applying a variety of management and leadership tools
  • Referral to other developmental resources, as required
  • Action plan

Goals of Coaching

1) Leadership Development and Organizational Success. Coaching is one of many interventions that can be used to promote organizational and leadership development.

2) Business Focus. Coaching is primarily concerned with the development of the individual in the context of organizational needs.

3) Results. Coaching is planned and executed with a focus on specific, desired results.

Coaching Guidelines

  1. Goal Setting. Coaching is driven by specific goals agreed upon by all members of the coaching partnership.
  1. Assessments. The assessment phase of coaching provides both the coach and the individual with important information upon which to base a developmental action plan. These assessments may be personality, learning, interest, leadership style indicators and 360-degree assessments, focus groups and one-on-one interviews.
  1. Coaching Relationship. The quality of the coaching relationship is the key element of success. Coaches create a safe environment in which the individual can feel comfortable taking the risks necessary to learn and develop.
  1. Contracting. This activity is to ensure productive outcomes, clarify roles, prevent misunderstandings, establish learning goals, and define business and interpersonal practices.
  1. Confidentiality. A confidentiality agreement is important for all partners to develop before the coaching begins. The individual and other members of the organization must be able to open up and share information with the coach without fear that the information will be passed on inappropriately.
  1. Integrity. All parties must function at the highest levels of integrity and candor when involved in coaching activities. Coaches must establish and maintain a safe and respectful environment for work.

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