EXECUTIVE COACHING
Executive coaching is for C-suite executives and entrepreneurs who are striving to improve their results by being more effective as leaders. These “coachees” benefit from actionable plans and want to see progress in their individual goals, performance and leadership.
Executive coaching relationships are often more strategic and ongoing where we focus on expanding strengths and understanding weaknesses.
Development coaching is very similar in process and approach to executive coaching, however, in this scenario, the “coachee” is working through a transition. Transitions can be a promotion, or a move to a non-operational role, or even retirement. Development coaching engagements usually have a definitive start and end once the transition is complete and no further coaching support is required.
Executive Coaching Process
The coaching process begins with an introduction meeting with the prospective coachee to determine interest and openness to fully engage in the coaching process, to discuss any questions regarding the coaching process and to confirm the coaching objectives. At this stage, we ensure that there is chemistry between the coach and coachee. In cases where there is a corporate sponsor, there would be an introduction meeting with the sponsor as well.
An alignment meeting ensures a shared understanding of objectives between the coachee, corporate sponsor, and coach. At this stage, we will review confidentiality and the ethics of coaching.
Ongoing coaching through one-on-one confidential meetings (1-1.5 hours) per month for 6-12 months. These are held primarily as face-to-face meetings or by video conference.
The focus of the coaching work during these sessions may include: behaviour and skills evaluation, personal exploration to increase self-awareness, discovery of new ideas, attitudes, and behaviours and the integration of new behaviours into both communication and overall leadership approach. The coachee will set the agenda for each coaching session.
A 360 leadership feedback survey is recommended to be completed after the first or second coaching session. This leadership assessment survey will be planned and launched in conjunction with the corporate sponsor. Once results are received, the coachee will receive a detailed feedback report and a debrief session. The coachee will be responsible (with coaching support) for building and implementing an action plan based on the feedback and will present the action plan to the corporate sponsor.
Check-ins with the coachee’s sponsor are conducted based on the agreed to feedback mechanisms defined in the “alignment” meeting at the front end of the engagement. An interim face-to-face meeting after the 360 feedback debrief is recommended to check progress and ensure that alignment in objectives is being achieved.
The number and format of check-ins are predetermined during the initial alignment meeting. An interim face-to-face meeting after the 360 feedback debrief is recommended to check progress and ensure that alignment in objectives is being achieved.
Please note that the content of the discussions that occurs in the check-in sessions is strictly confidential between the coach and the corporate sponsor and will not be discussed without the sponsor’s expressed authorization.
This wrap-up meeting includes the coachee, coach and corporate sponsor and is focused on:
1) Celebrating the coachee’s successes and new skills acquired;
2) Validating tangible goals achieved; and
3) Establishing the behaviours and processes that have been developed, which will need to be sustained into the future.
