Scope: The Executive Coaching Program begins by getting to know the client and interviewing his or her superior and two or three other people (preferably to include one peer and one direct report) with whom s/he works. Through these meetings, I, as your Executive Coach, will be able to determine the leadership abilities, preliminary strengths, weaknesses, stumbling blocks, overall goals and potential outcomes for the client. I work in a collaborative way with the individual client to develop a strategy and action plan for change that is consistent with the performance expectations of the organization. As Coach and Client working together, we will be particularly careful to ensure that “ownership” of the action plan resides with the individual, not the Coach. This is necessary to strengthen the commitment of the Client to successfully executing the plan.
Principles of Collaborative Coaching: I like to create a partnership between Coach and Client. A mutual contract is created that incorporates modeling, organizing, planning, objective observation, and debriefing. At every point in the process, my focus as Coach emphasizes collaboration and commitment. Collaboration is a mutually beneficial and well-defined relationship between two or more parties (in this case, two) seeking to achieve common goals. The following are key principles the Executive Coaching Program follows for creating a collaborative coaching experience.
Always support the self esteem of the Client Coaching is a process of working with an individual for the purpose of the Client’s development. If the Client can’t see the problem, or area for development required on her or her own, it is less effective. The Coach’s job is to ensure the Client understands how thinking or behaviors are helping him or her achieve the stated goals or detracting from them.
Suspend assumptions and beliefs In the coaching conversation, it is all about the Client. Our goal is to seek an understanding of our respective points of view, the intent(s) behind behaviors, and to create a shared awareness of the situation. By understanding the Client’s point of view, the Coach can re-frame the situation so that the Client sees the whole picture, not simply through his or her own historical perspective, based on past conditioned thinking.
Facilitate the process, not own it! The coaching process is about the Client’s development and commitment to improve. The Executive Coach assists with the process, and does not take ownership of it. The Client’s development is his or her own responsibility.
Style and techniques will adapt to meet the different needs of each Client An important goal of the Coach is to create a safe and comfortable environment so that the Client feels willing and able to share freely, and to be open to further development. What works with the personality of one client may not work with another. An experienced Coach identifies this and adapts to the situation.
The Executive Coaching Program will be delivered in six Phases as outlined below.
Phase I – Initial Meeting, Interviews and Expectations
(Duration 1 session)
- Face-to-face meeting with the Client to determine their reasons for wanting to engage an Executive Coach
- Getting to know the Client:
- background and educational experience
- current role within the organization
- experiences: successes and challenges • duties and responsibilities within her/her role
- who is on the team, etc.
- the culture of the organization and the fit with the vision and long-term strategies of organization
- the Client’s own perspective of strengths and weakness at this point-in-time
- Meet with the Client’s Superior and 2 or 3 other members
- Determine what the goals and expectations are of the coaching program ie. skill-building, thinking and decision-making styles, influencing, presentation/meeting skills
- Clarify the mutual outcome that both the Client and the organization would like to see
- Confidentiality – agreement on what information can be shared with the Client’s Superior
Phase II – Leadership Behaviors Assessment and 360 ° Feedback
(Duration this session there is an online assessment instrument. The Client will receive 1 self-description inventory and 5 “others” inventories to be distributed to their Superior, 2 direct reports and 2 peers. It typically takes 30min to complete the inventory. Once all inventories are completed, the computer-generated report is prepared usually within 5-10 working days.)
The recommended assessment instrument to determine the Client’s leadership attitudes and behaviors is the Human Synergistics ®, Life Styles Inventory (LSI ™ ).The more individuals know about how they think about their work, themselves and the people around them, the better prepared they are to improve. What sets the LSI ™ apart from other development materials is that it actually reveals the thinking styles that help or hinder an individual in fulfilling their own potential. Also, because inventory results remain confidential – for the Client’s eyes only – honesty and accuracy are greatly enhanced.
The LSI ™ is a measure of attitudes, motivations, and perceptional filters. It has a high reliability and validity. The research on which it is based sets out to identify those attitudes that help or hinder performance and effectiveness. It is based on cognitive psychology rather than personality theory. Attitudes are the layer of personality that has the most potential for change.
How it works: The LSI ™ assessment tool measures 12 key thinking patterns, or “styles”. It promotes performance change and improvement by increasing personal understanding of one’s thinking and behavior. By responding to 240 inventory items, individuals learn exactly where they need to focus their development efforts, without ambiguity or guesswork. The results are plotted on a “circumplex” or circular graph for easy visualization of how the individual thinks and behaves in the 12 styles. This profile acts as a personal developmental needs assessment, calling attention to the individual’s strengths as well as areas needing improvement. (See Product Sheet.)
Phase III – Developing an Action Plan
(Duration 1 session)
- Face-to-face meeting with the Client to debrief results of the LSI Stylus ™ feedback
- Complete a Prescription for Change ™ which will help lead the Client through a series of steps that eventually lead to the development of an effective action plan based on identified “change needs”, reported in the LSI Stylus ™ report.
Phase IV – Focused coaching and skill-building
(Duration 2 sessions)
- Specific, targeted skill-building and learning will be conducted with the Client based on (a) program expectations (b) LSI ™ results (c) Prescription for Change action plan
- Review our Dynamic Coaching Model™ to ensure a basic understanding of effective leadership
Phase V – Implementation – Putting it all to Work
(Duration 1 session)
Progress updates/ consultation every 2 weeks via phone, Skype or email
- After a period of 30 days, the coach will meet again with the Client to discuss their successes and areas for improvement during the initial implementation of the action plan. Further resources and guidance as required will be provided to help the Client reach their potential.
- Coach may “shadow” the Client to determine effectiveness of the Client’s progress.
Phase VI – Completion
(Duration 1 session)
- Meeting with the Client and their Superior to discuss:
- noticeable behavior changes
- coaching results and findings
- were objectives met
- commitment going forward
(Duration 2 sessions)
NOTE: This is not part of the initial contract and can be decided upon after the implementation phase
- Phase l: Initial meeting ASAP
- Phase ll: Assessment within one week following
- Phase lll: Action Planning within two weeks following
- Phase lV: Skills Review within 30 days following
- Phase V: Implementation within 30 days following
- Phase Vl: Completion within 30 days following Investment:
- Call or email us for a program quote
- Travel is from PEI or AZ if required. We accept American Express, MasterCard and Visa. Unpaid balances are subject to a monthly finance charge of 1.5%. Phase VII – Optional Follow-up
- Post-assessment to determine management competency
- May involve a re-assessment using the Simple/LSI ™ or,
- A general meeting involving the Client’s team
- Management Effectiveness Profile System ™ (MEPS ™ ) MEPS ™ uses a unique and statistically valid process to provide managers with reliable, comprehensive feedback about their management skills in 14 key functional areas. With the knowledge and insight that this information brings, managers can accurately identify development needs and make specific improvements to their performance. This results in measurable, lasting change.
The MEPS ™ assessment package focuses on providing high quality feedback as the foundation for individual development. How an individual manager rates their own performance can provide insight, and this information is even more powerful when combined with feedback from others. To ensure that managers obtain a balanced perspective of their strengths and development opportunities, MEPS ™ measures performance from both the individual’s point-of-view and that of five trusted associates.
The MEPS ™ survey form consists of 96 questions that are answered by individual managers and the five trusted associates they have selected. (See attached Product Sheet.)
Related Coaching Experience:
Joseph Sherren has coached senior executives in the following roles. For confidentiality reasons, we cannot disclose the Individuals’ names or organization. This is just a sampling:
- VP Marketing Operations, North American telecommunication firm
- VP Sales, Fortune 500 high tech corporation
- SVP, International Banking of one of the top 4 Canadian banks
- President, major pharmaceutical corporation
- COO, national health organization
- Executive Director, national labor union
VP, multi-national computer corporation
GM of Distribution, International Pharmaceutical Company