Executive coaching engagements follow a common pattern of:

The typical process is outlined below:

• Meet with a potential candidate (identified through client’s strategic talent management process) for an initial discussion and chemistry check.
• Review existing performance information pertinent to the individual including performance reviews, personnel files, strategic reviews, diagnostic instruments.
• Conduct 360° interviews with key partners (sponsoring manager, direct reports, significant colleagues).
• Discuss existing assessments and the results of interviews.
• Identify objectives for leadership development and agree on coaching support to achieve those objectives.
• Maintain bi-weekly contact (face to face or phone) for the period of the plan.
• Measure the effectiveness of plan implementation.

The focus of Executive Coaching varies with the plan that is created. Recent plans have included:

• Realigning structure with corporate strategy.
• Managing the boss.
• Thinking strategically.
• Acting more “Presidential”.
• Learning how to manage a difficult relationship with a valuable employee or colleague.
• Becoming a force in the industry.

Coaching strategies include:

• Confidential dialogue.
• Reading and reflection.
• Day-in-the-Life Shadowing.
• Facilitated discussions with the person being coached and significant colleagues.
• Practicing challenging upcoming discussions and presentations.

Of all these coaching strategies, confidential dialogue is the most important. Confidential dialogue is at the core of the coaching process. This dialogue develops both self awareness and focus. It creates an opportunity for executives to think through ideas without the pressure of having to justify their arguments. It provides one of the few times in their day when it is safe to be uncertain.