Coaching

Overview

When we begin our careers, performance is primarily based on and judged by our technical skills, but as we develop and our responsibility expands, self-management, relationship management and ability to lead and manage others become the primary leadership differentiator.  Development of these skills is the basis for executive and performance coaching.

Process

Clarify expectations and desired results for both participant and coach.  Ideally, conduct an assessment and/or 360° feedback to provide a data-driven basis for change.  Establish developmental goals and coach around these.  Obtain ongoing, objective feedback from others in the organization for the participant (and coach) on a regular basis.

Success Story

The president was a very bright, hardworking manager of a rapidly growing division who was much better at “doing” than “leading. He had trouble communicating the vision for the company to employees and outsiders. He was more inwardly focused than customer-centric in his personal vision for the firm…read the full coaching success story.