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| What is Executive Coaching? |
In today's business climate, a relationship with an executive coach will help you gain an edge in the competitive workplace environment. Your executive coach acts as sounding board and guide as you hone your business skills and focus your energy on the steps that will have the greatest impact in the workplace and in your career.
Executive coaching is a basis for achieving growth, bringing out one's best and determining what it is that gets in the way of an executive's success. It's an opportunity for individuals to understand and distinguish those behaviours that are effective and ineffective (ie those that hinder their success.) |
| Executive coaching is not like other areas of personal development - clients are held accountable. What is involved is coaches work with clients to set specific measurable goals. Areas of specialization include problem solving, creating balance, less stress, career coaching, increase staff motivation. |
| Executive Coaching optimizes the potential of the leaders as well as the performance of key individuals. It provides insight into management style and communication skills and the impact these have on the organization. Coaching is experiential and tailored to the individual's needs. It?s a commitment from the organization to the individual, an investment that results in increased productivity and retention of key people as well as a recognition that the individual is worthy of support and development. |
| Coaching has a rolling effect ? as those who work with the coachee also benefit as they deal with this person on a regular basis. When the behaviour or management style of the coachee transforms, it affects the productivity of those around him/her. |
| By making an investment in your management team, you are making an investment in the future of your organization. |
| Coaching is an outcome-based, personalized intervention and development tool to assess and resolve a gap in experience, strengths, style, or performance that has become a visible and critical detractor from the current and future success of a manager or executive. |
| Coaching differs from other forms of professional development in four ways: It is:
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a targeted, collaborative effort requiring the input and support of those who work with the individual including current and previous managers, HR and sometimes, subordinate and peer relationships
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practical and results-oriented with observable changes
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behaviourally based
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customized to the specific needs of the individual
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An atmosphere of support and investment from management must be present for the individual and the coaching process.
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A receptive individual who is seeking change or development.
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A clearly defined Individual Development Plan drives the process.
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An ongoing partnership between the Coach, the coachee and his/her boss.
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| The benefits of executive coaching include: |
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Increased productivity, retention, morale and leadership effectiveness |
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Acquired skills and abilities critical to the successful growth of your organization |
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A highly focused developmental tool for several employee populations.
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| The Personal Power International Coaching Process |
The program begins with one-on-one meetings with the appropriate people to determine needs, intended outcomes and success criteria. The initial meetings are an opportunity for the Coach to gather essential information on the coaching candidate's strengths, developmental needs and ultimate potential with the organization.
This is followed by a preliminary exploratory interview and an in-depth confidential discussion with the coaching candidate to ensure understanding of and agreement on the purpose and goals of the program.
The program is conducted over a minimum of six months. The process may include the use of various assessment tools including but not limited to a 360° assessment, a personality assessment and a psychological assessment. |
| Who Benefits from Executive Coaching |
| The employee populations that benefit from coaching include: |
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Senior executives (an often overlooked group)
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High potentials
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Newly promoted managers
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Individuals displaying behaviour that is, in part, ineffective
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New hires (for the purpose of successful integration)
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