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Obtain the expectations (results desired) for the coaching engagement as expressed by the senior executive requesting services. |
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Establish credibility, trust and open communication with the executive client. |
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Identify strengths, areas for development, operating style, level of knowledge, temperament and leadership capacity of the client. |
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Understand the company's organizational culture, demands, structure and operating styles of other executives. |
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Define, prioritize and agree upon areas of leadership development that fall within scope of the engagement. |
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Develop a plan with the client to acquire knowledge, skills and experience to grow leadership performance in each of the agreed upon areas. |
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Based on the strengths of the executive and his/her operating style and value system, partner to define a leadership philosophy that is unique to their need for self-expression (a signature style), effective with prevailing business conditions and acceptable to the culture and needs of the company. |
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Coach the client to acquire and apply alternative leadership methods to existing or future situations, debriefing, measuring response, modifying application where necessary and reinforcing positive change. |
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Provide client with consistent opportunities to practice newly acquired knowledge in a live work environment, requesting cooperation from the client's superior for support, when feasible, to reinforce positive change of client's leadership behavior. |
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Provide feedback to client's superior on executive coaching progress as needed. |
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