Sustaining Leaders

Leadership Development and Selection

  • Executive Coaching 

  • Assessment for Selection and Development

  • Career Counseling

NOTES ABOUT EXECUTIVE COACHING

Executive Coaching is a collaborative partnership between an executive, his organization, and an executive coach.

The purpose of this partnership is twofold:

  • to facilitate both the executive’s and the organization’s learning
  • to achieve identified business results.

THE DEVELOPMENTAL APPROACH 

  • Is aimed at developing the individual within the organization.
  • Is most useful for developing executives and top managers who need to address aspects of their leadership or managerial styles which interfere with optimal performance.
  • Is planned, well-conceived and focused.
  • It is not psychotherapy or personal counseling, nor is it a replacement for treatment.
  • Is about growth and change for the good of the organization and the individual. It is not about punishment, nor is it a way to “ease the person out the door”.

WHY COACHING? WHY NOT A TRAINING PROGRAM?  ·

Coaching is an individualized, customized learning process.

  • Coaching combined with training is a very powerful learning process. 
  • Training should be the result of a well-thought-out plan, and not undertaken “just because it is there”.

WHAT IS THE PROCESS? 

“Coaching for Leadership” or Developmental Coaching involves assessment, analysis, understanding and integration of information resulting in a knowledge-based action plan.

 EXECUTIVE COACHING: AN ILLUSTRATION 

The CEO of a mid-sized company sought consultation about crafting a succession plan. The company had grown over its 15 years and the question of identifying and developing the next generation of top management came to the fore.    

Several meetings with the CEO revealed that, although the succession plan was an issue on the table, he was looking for something else. He put it this way, “I think I need to work on myself first. I need to figure out what role I want for myself --- who I want to be.” He went on to detail what others expected of him. He felt that he needed to spend some time assessing his needs and aspirations, rather than to continue to react to those around him.

An all too common scenario, this leads to discouragement, resentment and burn-out of many CEO‘s. The coaching plan and process focused on sorting out his expectations and desires for himself from those of others. Through regular meetings with the coach, the CEO focused more on how he wanted to be within the company. This had enormous implications in terms of his relationship with his Board and influenced the overall direction of the company’s growth. His meetings with the coach occurred in “real time”: the focus was on a current problem or concern right at the moment, e.g. what to do with a senior leader who was very disruptive to the company.

The power of the coaching process, as is true many times, came from the urgency and immediacy of the need. The CEO needed to act and he needed to act in the best interests of the organization, while taking into account the value of this person to the company. He reached a resolution which benefited him as a person and brought balance and focus back to the organization at a crucial juncture in the company’s growth.

OVERALL GOAL OF THE DEVELOPMENTAL APPROACH

To address the issues at the interface of business and personal realms. These  issues include:

  • What to do when a manager’s negative attitude results in poor team performance?

  • What to do when an executive refuses to learn, to take direction or to be influenced by supervisors?

  • What to do when a VP’s superior technical or business skills are undermined by poor “people skills” -- no one likes him!

SPECIFIC GOALS FOR EXECUTIVE COACHING INCLUDE

  • To help bring executives to the next level.

  • To integrate overall strategic objectives with executive development and succession planning.

WHY COACHING WORKS

  • It is a 1-1 relationship in which an individual identifies strengths, understands areas in need of growth and develops an action plan.

  • Coaching interweaves the individual’s goals with the organization’s goals to bring the person in harmony with the strategic goals of the organization.

  • The individual becomes responsible for his/her development within the organization.

  • It is cost effective.

  • It engenders loyalty and commitment from the individual to the work and the organization.

THE COACHING PROCESS  

  • It is a focused, planned and solution-oriented process linked to the goals of the organizaation.