What
Do We Do?
As executive coaches, we help leaders become skilled at managing projects and people. We make their lives easier by helping
them address people challenges, opportunities, and problems. Below are details that will answer most questions. View and download an overview.
Whom
Do We Coach?
These are the situations and individuals we coach most often:
- Transition to leadership:
the technical expert who now manages a team; the VP who has received a
promotion and whose responsibilities have grown in size and scope
- Core management and
leadership skills: the
Director or VP who has been over promoted and perhaps over extended,
the individual who wishes to manage people effectively yet needs
support and guidance on what to do and what to say
- First-time manager:
a skilled professional who is far from new to her area of expertise
and/or organization yet has just been given her first direct report(s)
- Communication and
leadership/executive presence:
the GM, MD, VP, or C-level leader who wishes to communicate, through
words, gestures and body language, that he is engaged, excited,
relaxed, and competent in every 1:1, small, and large group situation;
the leader who is preparing to present at a conference or facilitate an
offsite with the board of directors present
Is
There Anyone with Whom We Don't Work?
Yes.
These are individuals with
whom we do not work, people whose situations and goals fall into two
categories outside our expertise: career and life coaching. We are
happy to refer such individuals to well-trusted coaches within our
network, professionals we respect and who are experts in their
fields.
Our
Coaching Process Has 5 Steps
In addition to the information below, please review and download complete details on our coaching process.
-
Assessment
and Strengths Identification
(“intake”):
Through interviews and comprehensive
tools, we collect information about your current and past
leadership roles, career successes and challenges, educational
pursuits, and the values that drive your professional life.
We are learning what makes you tick as a great leader.
During this step, we confirm the coach
and coachee’s expectations for a successful partnership,
including how we evaluate outcomes.
-
Strategies
& Action Plan:
We verbalize what is necessary and actionable towards your
leadership goals.
-
1:1
Coaching:
Once your
strengths are identified and challenges accepted, 1:1 coaching
begins. During each discussion, we will review what you accomplished
since we last spoke and what steps are next in your action
plan.
-
Accountability
& Support:
An executive coach is your accountability partner, and hence,
your coach asks for updates made in between 1:1 meetings. In addition
to discussions, we provide you with relevant articles, exercises,
and books.
-
Onward
and Upward:
Together,
we determine when you’ve reached new levels of competence
and when revisiting strategy and assessment is necessary.
This is when the efficient manager becomes a leader.
How Long Are Coaching Engagements? And How Many Hours Are Spent on Each Step?
A coaching relationship of 6
plus months is most beneficial unless there are tactical issues (e.g.,
performance management of a team member) you must address in the short
term.
What Are the Results?
As a result of each coaching
discussion, our clients accomplish specific actions that support the
attainment of their goals towards becoming exceptional leaders.
What About Gaps in Performance?
To gain the highest ROI, our coaching process focuses on the development of strengths. When a leader has his strengths in mind, he exceeds his business and personal goals faster than if he had kept his weaknesses at the top of his to do list.
Research in the area of strengths development is formidable and convincing. A Gallup study published in June 2007 noted that engaged employees-those who have an opportunity to use their strengths on a daily basis-positively affect shareholder value: engaged employees (i.e., those using their strengths) can help publicly traded companies increase earnings per share by 2.6 times more than employees who lack engagement. How would such a change in performance affect you, your team, and your company?
Hence, we help our clients acknowledge gaps (aka weaknesses), yet the emphasis remains on
their innate skills and creating the plan to move to the next level of
expertise in those skills.
Questions?
Contact us toll free at +1.800.789.8449, call our San Francisco Bay Area office at +1.415.744.1991, or send us an email.
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