Leadership coaching is a thoughtful partnership that challenges and supports leaders to maximize their true potential in guiding people and the organization that they serve.
In the past, coaching was a process used to “fix” an individual leader’s behavioral or performance problem. Due to its positive impact, coaching has become a standard tool to help develop the full potential of leaders in organizations. In a recent Right Management survey of North American Human Resource professionals, 81% indicated that coaching has a positive impact on leadership effectiveness.
Through coaching, our clients learn to master the skills of thinking strategically and behaving purposefully as they lead people. In the past 15 years, I’ve had the pleasure of working with thousands of leaders in corporate leadership programs. Many participants complained that leading people was the most difficult and unpredictable part of their jobs. Specific challenges they mentioned include:
- “There’s too much drama.”
- “It takes too much time.”
- “My employees need too much hand-holding.”
- “They need to just do their jobs.”
- “I don’t know how to deal with all the personalities on my team.”
- “I don’t know how to coach my employees who are not performing.”
Through effective coaching, leaders can begin to:
- Engage employees, drive performance and achieve organizational results
- Become aware of their leadership style and behaviors
- Increase their positive impact on the organization Create a culture of collegiality and collaboration
Our clients are:
- Successful business leaders who could be even more successful by creating and sustaining strong relationships with their employees, peers and other stakeholders.
- Leaders who are viewed as technical experts and who would benefit from learning how to help people perform at their best.
- Emerging leaders who have been very successful as individual contributors who can gain skills and confidence in leading people.
- Coaching relationships typically begin with an exploratory phone conversation, which is confidential and without obligation.
- Coaching sessions involve a series of face-to-face or telephone discussions on a schedule to be mutually determined by the leader and coach.
- Coaching services can be initiated by an individual leader or by the leader’s organization. If the leader’s organization initiates the coaching process, the organizational representative (i.e., the leader’s manager or a representative from Human Resources) will be asked to join the initial coaching session.
- Specific coaching conversations are confidential and will not be shared without the individual leader’s consent. If the leader’s organization requests updates, only general information about the leader’s progress will be shared.
- The coaching process is customized to address each individual leader’s specific goals and leadership challenges. Specific objectives will be agreed upon by coach, participant, and (if applicable) manager during the first month. Some example areas of focus (customized to the needs of each leader):
- Employee engagement
- Interpersonal communication
- Delegating more effectively
- Building a great team
- Difficult conversations
- Gaining commitment
- The initial coaching session will focus on establishing rapport and clarifying coaching outcomes. At this session we’ll begin creating a Developmental Action Plan for the leader that will include the leader’s goals, desired outcomes, and steps to reach those outcomes.
- Subsequent coaching sessions will focus on helping the leader identify weak or missing leadership skills necessary for success, identify self-limiting beliefs and behaviors that are limiting leadership results. Coaching sessions will also focus on current top priority challenges and opportunities to ensure real-time positive impact.
- We utilize several leadership assessments to increase our clients’ awareness of their leadership strengths and opportunities for development. Some of these assessments are completed only by the client and other assessments require completion by the client and the client’s stakeholders. We will discuss whether using an assessment would help the client meet his or her goals.