Executive and Leadership Coaching
Change is a constant element of our human journey. Some transitions across our lives are predictable and inevitable, while others are simply unexpected. Often these can be energizing and exciting, full of new learning, skills and approaches, offering both risks and rewards. At other times we can get stuck, lost, or disengaged. Regardless of the response generated, it can be helpful to have an objective thought partner to help us navigate the transition and reach our new goals. Together, we clarify goals and intentions, explore assumptions, habits and stories, develop insights, and take actions that close the gap between current reality and the desired future.
“Each of us guards a gate of change that can only be opened from the inside”
~ Steven Covey
We can unlock these gates through coaching, an inside-out process of discovery
Coaching is based on:
- a partnership of equals
- Unconditional regard, trust and candor
- A future focus, working toward goals that draw us
- Building on our existing strengths and resourcefulness
- Taking a whole person perspective
- A genuine commitment to change, and the reflection, practice and action involved
The role of the client is to:
- Identify the agenda for change
- Embrace reflection and experimentation in addressing goals
- Take accountability for following through on commitments made
The role of the coach is to:
- Serve as a trusted partner and champion for your success
- Create a safe and confidential coaching environment
- Guide the process through questions, observations and appropriate challenges
At its core, coaching is about creating sustainable changes needed to achieve short-term and long-term goals. Coaching is not about “fixing” people or problems but rather is focused on personal growth and developmental. As leaders, we bring our whole selves to our work, and coaching therefore often addresses not only our skills and experience but our stories, our beliefs and values, and our well-earned habits. All of these affect our reach and impact as leaders and are a part of making desired changes.
Coaching in the organizational context occurs through a disciplined process with the client, their supervisor and their coach (and sometimes HR) that aligns expectations around organizational/personal goals, and outcomes. Stakeholder feedback and assessments such as the Hogan Personality Assessment may be used to supplement understanding of strengths and opportunities.
Goals Addressed Through Coaching Include:
- Building competencies for new roles through enhanced skills and different approaches.
- Improving some aspect of personal effectiveness – such as self-awareness and mindfulness, interpersonal communications and enhancing executive presence
- Shifting from long-held habits that no longer serve well
- Improving specific areas of performance such as conflict management, team development or delegation
- Addressing the leader’s role and approach to specific organizational challenges
- Designing career transitions
- Developing greater personal resilience
- Work/life balance.