You've worked hard to grow your business and your career. You've leveraged your strengths to achieve a great deal of success. Now, it's time to challenge yourself even more.
What can an Executive Coach do for you? The right coach is your accountability partner, cheerleader, supporter and trusted advisor. Together, you build clarity about your goals and create a vision for how your business fits into your life. The right coach also challenges you to develop in new and exciting ways, realize your full potential, and unlock the potential of your team and your business.
I believe that I am that coach and YOU are my mission!
If you are ready to take your leadership-and yourself-to the next level. My comprehensive and customized coaching process will get you there. You'll see specific, measurable and timebound results based on your goals and aspirations. You will access new processes, best practices and tools that you will engage and access for a lifetime.
Let’s Get To Work!
Research has shown that most of us don't see ourselves very clearly and that it matters. Accurate self-awareness in leaders is highly correlated with organizational effectiveness and profitability. Employees prefer to follow leaders who see themselves clearly.
Having an effective and supportive coach can also help you see and leverage strengths that you already have but that you may be underestimating or underutilizing. We will help you see the uniqueness and value of your strengths and to learn how to lean into them in order to use them more effectively for the benefit of the team and the organization.
Skilled coaches work to make their coaching clients independent - we help you apply the same mental skills you learned for seeing yourself more clearly so that you can become more accurate in your assessment of others.
We all have a set of capabilities and responses that may serve us well as mid-level employees but that won’t help us as more senior leaders.
Leaders can dramatically limit their effectiveness by only being willing or able to build strong relationships with certain kinds of people/ And all too often, that means people like themselves - in background, race, gender, beliefs, or work style.
This is the bottom line for an effective coaching engagement. The right coach can help you get clearer about your goals and dreams and about what you’re capable of doing to achieve them. We can also be a powerfully useful support system on your journey. Someone who know you very well and wants the best for you and can teach you new ways of thinking and operating, new skills that will allow you to better reach your goals and create the career you want.
Executive Coaches Improve Performance, Perception and Tenure
Mastery of Essential Next Generation Leadership Skills
Executive Coaches Provide Confidential, Independent and Impartial Feedback and Perspective
Provide Advance Professional Development to a Senior Executive that is “On The Job”
Enhance Leader Self Awareness, Gravitas, Executive Presence and Self-Confidence
Optimize Internal and External Perception of Performance and Results
Enable a Leader to find their Authentic Voice and Leadership Style
An EC’s real world experience at this level is critical to understand the pressures, political nuances and complexities to be successful. The right coach must have real understanding of what it is like to work in a corporate environment at the highest levels.
This is really important. The executive and coach relationship is based on TRUST. Deep trust is built over time and the executive must feel comfortable “opening up” to their coach.
This is a reinforcement of the need for absolute trust. Coach MUST agree to follow the ICF (International Coaching Federation) Code of Ethics.
A great executive coach will engage in absolute transparency and be prepared to both challenge and support the executive as needed. It is all about the executive.
The Partnership and Rules of Engagement
360 Feedback - Baseline - Hogan as Needed
On Personal and Professional Objectives
Development, Alignment and Integration Plan
Coach and Executive Agree on Strategic Action Plan and Priorities
Live, Telephone, Video - Planned and Unplanned, Formal and Informal
Data Gathering - Manager Insights - Human Resources
At 6 Months to 7 Months - Repeat Assessment and/or 360 - Evaluate - Measure Improvement - Recalibrate - Modified Strategic Plan
Usually at 12 Months, Repeat Assessment and 360 - Evaluate - Measure Improvement - Recalibrate - Develop Multi Year Action Plan