Our forte is helping people actualize transformational change in their core being. When they do, they inevitably flourish. This change within becomes the impetus for understanding and altering the physical, environmental, social, and human performance factors that impact their day-to-day performance in the workplace.
Learning to perceive these dimensions of performance with greater clarity and depth is eye opening for most clients. In fact, the more executives develop such awareness, the more intrinsically altruistic and ethical they become. What’s more, to the extent they see their work-life situation and performance, and the human dynamics that surround them, more completely and honestly, just so are they motivated to grow and change. This is the greatest gift a coach can deliver, not fancy models or exercises, but rather a mirror through which unseen or unexamined dimensions of an executive’s workplace reality come into focus.
Peak Performance by Design
It doesn’t pay to “coach up” an executive to achieve individual, short-term performance goals. This is because all leaders ultimately are measured by the performance of the people they lead—a team, department, or entire organization. Our methods are geared to stimulate ongoing performance improvement not only in the person being coached, but also in the teams or departments they lead. This is achieved by building the knowledge, skills, and behaviors of the executive so as to:
- Evaluate their work through leadership and team performance frameworks rather than self-centered ones.
- Based on this richer perspective, modify their own behavior along with organizational strategies, structures, processes, and policies.
- Use this broader framework to coach their teams and departments to achieve higher levels of effectiveness.
Executive Coaching Areas
It’s important from the outset to establish the particular kind of coaching that suits each executive and the organization’s needs. During most coaching engagements there isn’t time to improvise or to try to do it all. In the coaching agreement, we’ll define our work together in a few of the following areas:
- Communication & emotional intelligence
- Self-awareness & presence
- Confidence & demeanor
- Performance benchmarking
- Leadership & management
- Strategic aptitude
- Relationships & targeted behaviors
- Productivity & efficiency
- Legacy or succession
- 360° feedback debriefing & development
Success through Fine Focus
These coaching categories aren’t mutually exclusive. Often our coaching agreements combine a few. The key is to clearly define the scope before beginning to ensure it meets the needs of the executive and the organization, and is realistic given the time frame. Focus is essential to an awesome outcome.