Leadership Coaching

 

Purpose:

Client is interested in committing to leadership coaching.  Leadership coaching is intended to support leaders in aligning their behaviors with achieving the results that are most important to their long term success and/or to the success of their organization.  Client is ready to work to uncover and reach their full potential.

 

After our initial conversation, Client and I both agree that we are eager to explore, be challenged, and change thoughts, feelings and actions that are self-defeating.  Client is highly coachable, motivated, and seriously ready to work and receive feedback which is essential for the coaching experience.  Client is willing to give Coach the benefit of the doubt and “try on” new concepts or different ways of doing things to achieve results.  Throughout the working relationship there will be engagement of direct, honest, and purposeful conversations aligned with the intentions for the coaching program.

 

Coaching Philosophy:

Coaching begins with an assumption that the Client is whole, sensible, and highly knowledge about the nature of his own personal and professional development.  Therefore, Coach’s primary role is to draw out the leader’s wisdom through inquiry and curiosity by asking tough questions, making request, offering helpful provocations, and other ways of supporting enhanced self-awareness, capacity for self-correcting and generating more effective behavior that help the leader to stretch into their best capacities.  I approach coaching from the balcony while going inside out while attentive to the leader’s interior life.  I seek mutual understanding regarding the dynamics of the organizational cultural and systems (including policies and practices) within which the leader leads or discovery on where Client wants to lead.

 

Coaching Value:

On-going value of this coaching process may include, but not be limited to:

  • Enhanced communication and leadership skills
  • Increased clarity about the role, scope and impact
  • Decreased stress due to clarification of objectives strategy and tactics
  • Increased team morale
  • Increased efficiency due to clarification of redundant roles and responsibilities
  • Increased market share and profitability and greater productivity
  • Reduced customer complaints
  • Enhanced customer service
  • Improved quality of work and higher retention rates
  • Improved/more satisfying working relationships

 

Client’s Initial Objectives:  Examples below-Pending initial conversation with Client

  • Enhance Management and Leadership skills
  • Improve the executive’s communication by gaining personal awareness
  • Understand how to build stronger business relationships: enhance the success of the executive’s interactions/working relationships with team members
  • Accountability with staying on track with action plan and changing behaviors
  • Accountability with executing company strategy and leadership development

 

Initial Assessments may include, but not be limited to:

  • Myers Briggs® Personality Profile
  • Enneagram® Personality Profile
  • DiSC© Personality Profile
  • Leadership Intangibles© Self 360 Review
  • Relationship Intangibles© Self 360 Review
  • Personality Intangibles© Self 360 Review
  • Executive Competency Profile
  • Management Development Competency Awareness
  • Key Accountabilities
  • Leadership Self Assessment
  • List of Values Exercise
  • Listening Modes
  • Training:  Manager vs. Leader, Communication, Effective Meetings, Interviewing, Crucial Conversations, Goal Setting, Strategic Planning
  • Strategy – Business and Personal
  • Lifeline Exercise
  • The Life Scan© Exercise
  • High Net Worth Living©
  • Life Hangs in the Balance©
  • Remembering the Future©
  • Starfish Leadership©
  • 360 Reviews
  • If applicable and approved, all 360 Reviews will require a separate agreement. Hold confidential interviews (360 Review) with up to 7 stakeholders to determine behaviors Client should keep, start and stop doing to be a more effective leader. If applicable, follow-up assessments with key stakeholders to measure improvement.

 

Joint Accountabilities and Covenants

Coach is responsible for:

  • Client will receive a coaching notebook, which will include coaching agreements, assessments, notes and action sections to track and observe the on-going value of coaching.
  • Identification of the key behaviors to keep, start and stop doing to increase leadership effectiveness.
  • Involvement and commitment of stakeholders (i.e., direct reports, peers, support staff, supervisor) in the process of helping to increase effectiveness.
  • With sufficient commitment to the process, measurable improvement will be noticeable and measurable (by ongoing feedback if approved by Client, Sponsor and Coach) on specific leadership behaviors.
  • Being present and on-time for agreed-upon meetings
  • Delivery of all agreed-upon executive leadership coaching services
  • Assignment of relevant and timely homework assignments
  • Provision of on-going, ad hoc leadership evaluations
  • Identify the high leverage behaviors to focus on that will provide the most strategic benefit.
  • Partner with Client in understanding and responding to feedback.
  • Be available for needed coaching and consultation between regularly scheduled meetings.
  • Upon completion of the initial term, we will evaluate the progress of the coaching against the established goals and determine the appropriateness of continuing or concluding the coaching.

 

Client is responsible for:

  • Being present and on-time for all agreed-upon meetings
  • Participating fully in self-evaluations
  • Completing all agreed-upon homework
  • Accountability for the scheduling of all coaching sessions
  • Provision of all information relevant to the coaching objectives
  • Payment in conformance with the terms below
  • Intentionally creating the value that Client expects to see through-out this project
  • Understand that your coach will be focused on you and your best interests, not just your goals
  • Willing to try new ways of learning, be truthful, keep to your commitments and inform your coach immediately when things are not working for you
  • Willing to explore, challenge and change thoughts, feelings and actions that you recognize are self-defeating
  • Understand that your coach will educate, support and encourage you while you do the work and reap the benefits of your efforts.
  •  Willing to give the coach the benefit of the doubt and “try on” new concepts or different ways of doing things
  • Recognize the value and worth the organization is placing on you by investing in your personal development

 

Coach and Client are both responsible for:

  • Alerting each other to anything we learn that may materially affect the success of the coaching process
  • Respecting the confidentiality of the coaching relationship
  • Achieving reasonable accommodation for conflicts, unforeseen events and other priorities
  • Being honest and candid about the coaching process so that we can fine-tune it to make it optimally useful