I can help you if you are:
- An executive leader, wanting to achieve more and develop a coaching approach to your leadership.
- An emerging leader, stepping into your first leadership role or taking on a larger role.
- A coach who wants to develop both your skills and your practice.
Quick Start
Trying to decide? Choose “Purchase Assessment” and order an EQ session. It will allow us to connect for a 45 minute session.
Ready for a Coach?
Contact us today to schedule a complimentary call to discuss your needs.
FREQUENTLY ASKED QUESTIONS
By taking part in a coaching and feedback process, you are participating in an assessment of critical leadership skills, perspectives, and capacities of leadership effectiveness. By analyzing these data and completing key leadership development goals, you will have taken some very important steps in determining how your future will unfold. It is up to you to implement your leadership development plan.
An individual or team might choose to work with the coach including but not limited to the following:
- Gap exists in knowledge, skills, confidence or resources
- Desire to accelerate results
- Lack of clarity with career choices to be made
- Work and life are out of balance creating unwanted consequences
- Something urgent, compelling or exciting is at stake (challenge, career, stretch goal, or opportunity)
- Core leadership strengths need to be identified along with how to best leverage them
Behavioral leadership changes take time. Regular practice and reinforcement are critical to altering behavioral patterns. While brief coaching engagements may produce changes in behavior, these changes often fail to sustain under the day-to-day pressures. Therefore, clients are asked to make an initial commitment to three months of coaching, with an understanding that the engagement may be extended or terminated early, if desired. This allows sufficient time for the coach to help the executive through a sustained, iterative process of testing new behavioral patterns across a wide variety of business circumstances and challenges.
The initial month of an engagement generally requires more time together with meetings weekly. Coaching sessions usually take place two-three times per month. The frequency, duration, and type of meeting depend on the leader’s needs and travel schedule. Coaching follows a variety of patterns. Some coaching is face to face. Other coaching is by phone, videoconferencing and our dedicated BaseCamp website. Whatever the format, successful coaching calls for extended conversations (typically up to two hours) at least twice a month and often weekly.
Success is measured based on the satisfaction of the client and often also on the assessment of his or her manager. Specifically, success is gauged by how well the executive has progressed against his or her selected goals at the completion of the engagement. The keys to success are active monitoring of engagements and resolving issues quickly to keep the client engaged and accomplishing specific goals.
It is an ideal executive coaching methodology for the high performing executive.
Each Coaching assignment is structured to meet the distinctive needs of the organization and client, and includes:
- Goals – The framework is a well-defined process to create inspiring goals – generally two business goals and a personal goal. Focus is on ensuring that goals are ones the client feels motivated, rather than pushed, to achieve.
- Strategies – Mapping out what needs to be in place for the goal to be achieved – this provides both a sense of direction and purpose to the coaching and allows progress to be monitored throughout.
- Actions – Conversations in each session are focused on what was learned delivering on commitments and what new behaviors or ways of thinking are required. The personal insights generated are what sustain the new thinking needed to achieve positive change.
Positive results are immediate because clients focus on what really matters in terms
of their business challenges and professional development goals.