Leadership Coaching

Leadership coaching is a development strategy that assists highly valued leaders in realizing their full potential by assessing, planning and implementing strategies that maximize the use of their strengths in relationship to organizational needs and address any workplace behaviors that hinder their professional effectiveness, on-the-job performance and/or limit their future career opportunities. Major changes in the work environment (i.e., promotions, change of leadership, mergers/acquisitions) often require a shift in leadership style and behavior from that which produced previous success in the organization. The program helps organizations to ensure that they have leaders with the skills and competencies to move the organization toward its strategic goals. This highly individualized process is tailored to the leader’s needs, learning style and work schedule.

GOALS:
  • Assess leader’s strengths and developmental needs in relationship to the organization’s needs.
  • Create greater awareness about impact of management and interpersonal style.
  • Help identify and change any ineffective and inappropriate behaviors that impede leadership effectiveness or career advancement.
  • Develop a Leadership Development Plan that maximizes the use of strengths to increase value to the organization and addresses any obstacles that could get in the way of full utilization of those strengths.
  • Repair and strengthen working relationships and teamwork.
  • Provide on-going coaching to support plan implementation and reinforce behavior change.

Process:

The Leadership Coaching Process typically encompasses the following phases:

  • Contracting : The coach meets with the client, the client’s manager, and other decision makers to gain preliminary insights, review the leadership coaching process, answer questions or address concerns, and identify potential outcomes for the process.
  • Assessment: A comprehensive assessment is designed and conducted to help the client gain insight into his or her leadership style, strengths and needs in relationship to the organization's goals. This assessment includes both self-report exercises and feedback from important stakeholders.
  • Developmental Planning: A Leadership Development Plan is designed that focuses on maximizing strengths indicated by the feedback and assessment results, and critical to the organization’s needs. It also addresses obstacles to full utilization of strengths. The plan includes strategies, time frames and measures of success. The client reviews this Leadership Development Plan with his or her manager and reaches consensus on goals, priorities, measurements, resources and responsibilities.
  • Implementation/Coaching: Ongoing coaching and support is provided to implement the plan, guide skill acquisition, change behavior and reinforce new behaviors.
  • Ongoing Feedback: Feedback from key stakeholders is gathered to assess and reinforce behavior change and alter plan as indicated.
  • Future Planning: Meeting with the client and his or her manager to discuss gains made and develop a plan to maintain the gains, including identification of resources and internal support.