Leadership Coaching and Executive Training Development

Our executive business coaches serve as "thinking partners" for executives, providing the following individual business coaching services:

• Tools and practices of Star performers
• Regular in depth focus on key challenges
• New perspectives to a leader's challenges
• Developmental tools for the leader's team and key direct reports
• Strategies for managing energy and life balance
• Accountability and encouragement for achieving goals

Our Executive Business Coaching Strategies Include:
1. One-on-one face-to-face with executive business coaches
2. Follow-up phone and email support
3. 360-degree Feedback Utilizing the Emotional Competency Inventory (ECI), Organizational Climate Survey (OCS) and Inventory for Leadership Style (ILS).
4. Leadership Assessments such as: Myers-Briggs Type Indicator (MBTI), Spectrum Coaching Report and Emotional Quotient Inventory
5. Facilitated Meetings with Supervisor and Key Direct Reports
6. Facilitated Meetings with Leader's Team to Raise Team Performance

We also offer novel coaching concepts for Managers and Emerging Leaders. All of the above executive business coaching services and strategies can be tailored to your specific position within your organization.

Executive Individual Business Coaching Helps Improve Emotional Intelligence in Leaders.

Executive leadership coaching increases productivity 22%, when paired with coaching it increases productivity 88% - 400% (International Personnel Management Association, 2001).

In a study by Manchester Consulting in 2002, year-long Executive Business Coaching had a 5.7 times Return on Investment (ROI).

In a survey of business executives, each were asked to comment on the benefits they believe resulted from the Executive Business Coaching they previously received. The list of benefits they observed and percentages of improvement were:

• Working relationships with direct reports (77%)
• Working relationships with immediate supervisors (71%)
• Teamwork (67%)
• Working relationships with peers (63%)
• Job satisfaction (61%)
• Conflict reduction (52%)
• Organizational commitment (44%)
• Working relationships with clients (37%)

Executive Business Coaching Case Study:
One of Many Examples of How Individual Business Coaching Creates Organizational Success

Challenge: Steve was a 44 year-old mid-level manager with a high tech company that just moved to cross-functional teams. He was named a team leader of a nine-individual team. Steve was very bright, quick witted, but was perceived as arrogant, cold, unapproachable and not a team player. He would quickly get defensive and sarcastic with peers and could be condescending with his team and the sales force. Steve’s supervisor had heard several complaints about his attitude, from both the sales team he interfaced with and from others in the organization. His Emotional Intelligence needed improvement.

Strategy: In a joint meeting with Steve and his supervisor, concerns about Steve’s performance were discussed. As a result of this joint meeting, the following Emotional Intelligence goals were established for him to focus on in his executive individual business coaching:

1. Be a better listener.
2. Be more responsive to his team members and to the sales force when they made requests.
3. Improve his relationship with the engineering department.
4. Increase awareness and management of his perceived arrogance with others.
5. Increase awareness and management of his anger and automatic reactive patterns.
 
Coaching Activities:
1. Individual 1-1.5 hour face-to-face executive business coaching twice a month at his workplace.
2. 360-degree feedback and the Myers-Briggs Type Indicator.
3. Values clarification and advanced listening skills.
4. Triggers and self management strategies.
5. Team meeting facilitation around the pros and cons of working with him as their leader.
6. Two joint meetings with Steve and his supervisor.
7. Homework assignments.

Results: Steve became more Emotionally Intelligent, and spent more time developing his team members and keeping them motivated. As a result, the team outperformed their forecast. Steve was better able to manage his emotions and his impact on others. He enjoyed working more and his supervisor was pleased with the changes made. In summary, Steve moved from being a manager concerned with his own efforts, to being a Star Performer who made everyone around him perform better.

If Steve’s coaching experience is a similar scenario to what you may be experiencing in your own organization, please contact us so that we can help you become more Emotionally Intelligent-and a result, a Star Performer!

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