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Enable leaders to identify and focus on what matters most to drive progress on their key leadership objectives and business priorities.
Set newly promoted leaders and new hires up for success within your organization through coaching support during those crucial first months.
Provide the focus of 1-on-1 coaching alongside the peer support of a cohort leadership development program to offer a blended and highly effective development opportunity.
Improve communication, build trust and align a new or existing team around a set of shared objectives to strengthen relationships and enhance team effectiveness.
1-on-1 Executive Coaching is a highly customized development process in which a coach works with an executive to drive progress on their key leadership objectives and business priorities. Our executive coaches work with leaders at the start of a coaching engagement to help them identify clear goals that align with the company’s broader objectives.
Chemistry and fit between a coach and client are essential, so we curate a matching process in which clients meet several coaches to check rapport and sample their approach before deciding on a match. Engagements typically range from six to nine months and can incorporate a 360 survey or individual assessments to build on strengths. Coaches partner with their clients to foster progress on plans while providing resources and frameworks to meet their goals and overcome challenges along the way.
Executive Coaching can be particularly useful as leaders and new hires transition into new roles. There is an expectation that executives in new roles make an impact quickly, but they often lack a plan and clear understanding of the organization or role to do this effectively.
Through Onboarding and Transition Coaching, a client works with a coach before starting the new role to prepare for a successful transition, then continues with coaching support through the first six to nine months in the role, followed by several quarterly follow up sessions to help sustain results. To be most effective, these engagements require participation from managers to ensure alignment around expectations and resources.
For small groups of managers or executives who are at the same level in an organization or are seeking to develop similar leadership competencies, our Small Group Coaching and Leadership Development programs blend individual development with peer learning. The format works well for groups such as a tier of management, executives from the same functional area, or for high potential employees.
The process combines the focus of 1-on-1 coaching with the connection and support of a cohort leadership development program. This fosters deep learning and a sense of relevance as executives work together in applying new competencies over time, on the job. In addition, by learning together around a set of leadership frameworks, the participants build individual skills and shared perspectives that have a positive and lasting impact for the broader organization. All engagements are custom designed and can be modified to meet a client’s specific objectives.
For existing and newly formed teams, Team Coaching improves communication, builds trust and aligns people around shared objectives. The process raises awareness of communication styles, the drivers of team dynamics and the impact of leadership styles so teams can explore how to improve effectiveness. Objectives are clearly defined at the outset for the team and individuals, and the engagement is structured so participants work on personal development that can improve individual contributions and also enhance team performance.
Peer learning is integrated throughout the engagement so team members can support each other with new competencies as they apply them within the team and in their individual or leadership roles in the organization.
Coaching is a powerful process for development. It helps people identify what matters most, and work toward their goals in partnership with an executive coach. Our executive coaching services help enhance the effectiveness of your leaders and managers. Our coaches provide structure, frameworks and accountability that enable people to clarify and set objectives, then stay on course to reach them.
Coaching can be used to help someone be more effective in their current role or support a successful transition into a new role. In addition, it is an excellent way to complement the learning from broader leadership development programs and reinforce application of concepts for leaders back on the job, support leadership growth, and drive positive results for their organizations.
While executive coaching is often thought of as individual development, its impact has benefits that extend to colleagues, teams and stakeholders that work with the person being coached. Through the process, people being coached develop and refine competencies such as communication, emotional intelligence, presence, prioritization, and mindsets that help them become more effective in their roles collaborating with and leading others.
For organizations that invest in formal leadership development programs, coaching is an excellent tool to complement and sustain the learning from the programs and ensure application on the job.
We always present several coach bios, and provide an opportunity for the client to speak to each potential coach, so the client can find the right fit.
Our coaches will work with sponsors within the organization to identify ways to complement and support growth beyond the coaching engagement.
Working with an external coaching partner has many benefits. With a sizable roster of coaches, an external partner can provide clients with a curated set of coaches to fit any particular need. While it is not necessary for a coach to have the same industry experience as their client, some people will take comfort during the selection process when they see a coach with background experience that aligns with theirs. The bigger the bench of coaches, the easier it is to make this happen.
In some cases, a client would not feel comfortable working with an internal coach, or a coach that works with others in their company, so an external partner can provide more options and coaches to consider. And, an external partner manages all the logistics of your coaching engagements so your team can stay focused on more strategic issues and development priorities. issues and development priorities.
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