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Key premises

Making an Investment in a Valued Executive  

Executive coaching is a development experience. The time, effort, and resources are designed to accelerate the acquisition and application of improved leadership behavior into the client's operating style. The engagement is positioned as an investment in the executive that will enhance performance of the executive and the corporation. It is considered positive recognition to be selected for participation.

An Accelerated Platform for Leadership Growth  

Individually focused executive coaching is recommended for leadership development because it is the most expedient platform to acquire and apply new leadership concepts. It is designed to address the unique operating styles of executives and pinpoint application effectiveness to the corporate culture. In addition to tailoring specific development goals, executive coaching accelerates practice, positive reinforcement and measures performance growth in a confidential setting. EC and CC believes each executive possesses unique strengths and expresses them with varying levels of effectiveness. The coach's goal is to identify the executive's leadership strengths and style, as well as the environment in which he/she interacts with the intent of mentoring areas where leadership behavior is not productive, by offering new or alternative suggestions.

Creating Observable Positive Change  

The measure of success is a noticeable positive difference in the client's leadership behavior as observed by subordinates and other senior executives. The coach's goal is to attain specific, observable, sustaining change in agreed upon, predetermined performance areas of the client's leadership style.

The Importance of Matching Coaches and Clients  

Coaching effectiveness relies upon the client wanting the coach's intervention and being open to modifying some aspects of their leadership style. The executive's openness to receiving new information depends to some extent on the perceived credibility of the consultant. It is the client's responsibility to communicate from the onset that he/she desires to work with the consultant presented or request another coaching professional for consideration. EC and CC will recommend alternative executive coaches when the fit with the client is not right.

Identifying Core Challenges and Applying Real Time Solutions

The coaching relationship is highly personal and confidential. Improvements in leadership behavior are accelerated when a coach and client interact regularly in a candid communication setting without limits on what is discussed between the two parties. Observable positive change is accelerated when tough, sensitive challenges are identified, and solutions are proposed and applied in existing events occurring within the executive's everyday responsibility. New leadership concepts and tactics are often applied the same or next day for practice and positive reinforcement.

Preserving the Uniqueness of Each Executive

EC and CC believes no one leadership model fits all. The objective is to focus on the client's strengths, mentoring the client where necessary to fill leadership gaps. The coaching process focuses on suggestions that are “appropriate” for the organization's culture, style and business objectives. The goal is not to advocate an academic model. The coach's objective is to capitalize on the executive's strengths, modify some behaviors that are impeding high performance, always considering the overall operating context of the organization and the people working in it.

Achieving Increased Business Performance

EC and CC's executive coaching goal is to increase individual and business performance success. It assumes the executive is an accomplished, functioning adult who requires mentoring to increase leadership effectiveness in order to improve business performance. Psychological assessment instruments for feedback are used at the request of the organization or client, but are generally substituted by a process of gathering comprehensive information about the client and the environment in which they work.

Six Months To Success

Observable change usually occurs within the first month and sustained leadership improvements with accompanying performance gains are noted within three months. Intense business environments sometimes cause a client to regress or misstep occasionally. It is recommended, therefore, that after three months of coaching, meetings continue between client and coach at a minimum of once a month for an additional three months to maintain momentum and continuity. During the initial three-month period, the executive has unlimited access to the coach whenever the client feels it is beneficial. The need for support during the subsequent three-month period usually decreases. Executives have unlimited phone/e-mail access to the coach to augment once-a-month meetings.

The Executive Is the Priority

The executive leadership coach generally remains in the background. The client is the focus. When necessary, the coach will request permission from the client to interact with others in the organization to enhance the process, but will discuss this thoroughly with the client beforehand. All activity reports submitted to the client's superior would be cleared by the consultant with the client to ensure maintenance of the trust bond. Reports are made at a minimum of once a month or more frequently if necessary.

When Organizational Involvement Is Required

During the process, the consultant may request additional information, meetings or make suggestions to the client's superior for consideration to accelerate leadership development and growth.

The Impact of Executive Coaching

Executive coaching produces real change in an accelerated time frame. It is not uncommon to observe progress within the first two weeks. While sustainable leadership improvements are attributable to the coaching process, the sole act of providing coaching resources produces an immediate impact on the executive's performance. The motivation to modify behavior is associated with the executive's perception that the company has awarded them with special recognition, encouraging them to greater performance. Alternatively, the executive may perceive the intervention as the final step toward securing his/her improved leadership performance to avoid termination of employment, increasing positive change.