Executive Coaching Solutions
So what are the reasons companies need Executive Coaching?
Developing high potential talent in your organization helps retains top employees and prepares your organization for continued success by building the skills they need to be your leaders for the future. A Leadership Development program improves employee engagement and retention, increases collaboration, fosters better communication and helps align talent around a company's mission, vision and values.
Executive Coaching helps derailing leaders get back on track by identifying the weaknesses which are preventing him/her from being successful. A highly skilled executive coach will help potential derailers leverage their strengths and improve those areas inhibiting their performance.
Whether the new leader is hired from outside the company or promoted from within, Executive Coaching helps the new leader strengthen the necessary skills needed for success and helps align his/her team around their new leader's mission or vision.
According to research, the number one qualification for executive coaching is that the coach have business experience, the number two qualifying factor is coaching experience. Our team of leadership development coaches all have extensive:
- Business experience of on average +25 years in Fortune 100 companies
- Coaching actual experience of +5 for each of our coaches
- Coaching training hours of 500 hours on average for most of our team
What does our executive coaching process look like?
Our work with executives is developmental incorporating assessments, action plans, application of the GROW model, and our own C.L.E.A.R. process
The Get Clear™ Coaching Model
Clarify strengths and requisite change
Perform assessments, intake and interviews. Gather information and narrow the focus to one or two behaviors and business objectives to develop.
Look at options
Where in the current business environment can the client thrive and contribute? Explore and clarify a fit for him/her that matches company goals. The client will guide the choice and have accountability for the obligatory personal and work-performance changes.
Engage an action plan
Build specific timelines with the understanding that progress must be measurable against the goal. This is the longest phase of the model and where the client will evidence the most learning or growth.
Assess and adjust the plan
Client and coach will solicit comments from others on their progress and present measurable data. Adjustments will be made based on feedback with the goal of mutual satisfaction between company, client and coach that performance targets have been met.
- Reach the goal and celebrate success