You cannot teach a man anything; you can only help him find it within himself.

Galileo Galilei (1564 – 1642)

Executive Coaching is a process of helping top executives develop their full potential by coaching them to think, feel and act beyond existing limits and paradigms. It is a highly individualized form of leadership development based on where we want to be, where we currently are, and what we would have to do to get there.The executive coaching process involves coach-leader partnership, in depth assessments, a commitment to challenge and be challenged, and a willingness to think, feel, and do things differently.

The purpose of executive coaching is to develop key leadership capabilities among executives for their current or next level role. The entire coaching experience is designed to bring about effective action, performance improvement, and personal growth for the individual executive, and great business impact for the organization.

Coaching Objectives

The objectives of executive coaching could include assisting an executive to:

  • Achieve greater success in his or her professional life
  • Acquire and effectively implement new leadership strategies and tactics
  • Capitalize on inherent leadership strengths and bridge development gaps
  • Cultivate an awareness of how the executive is perceived by others
  • Develop self-awareness of the executive’s behavioural patterns
  • Gain greater balance between work and home
  • Improve strategic thinking and interpersonal effectiveness

Coaching Partnership and Process

The three key players in Executive Coaching are the: Coach, Executive, and Sponsoring Department. For outstanding coaching impact, each stakeholder needs to agree on the coaching process, principles and ethics.

Our coaching process is designed to deliver measurable results using a six phase model:

  • Scoping for Appropriate Engagement
    Is the need clear? Are alternative solutions possible? Is there commitment by the organization/manager to support the coaching? Are there issues beyond coaching that need to be addressed?
  • Determining Outcomes
    We clarify expectations, roles and objectives with all stakeholders (the client, the client’s manager, the HR business partner and the coach).
  • Gathering Information
    We gather and assess information about the client’s current leadership behaviour and potential, challenges, communication style, work/life values, ambitions and personal values, as appropriate.
  • Creating and Implementing a Developmental Strategy
    Working together, we establish a tailored action plan designed to identify strengths, development areas, leverage points and desired leadership behaviour.
  • Measuring Results
    We track success by completion of the action plan and, more importantly, by observable behaviour change.
  • Closing the Coaching Process
    Establish the overall effectiveness of the process and success of the intervention. Ensure ongoing sustainability of the progress made.

 Coaching ROI

The purpose of coaching is to produce measurable behavioural change and growth in the coachee for the economic benefit of the client.

Harvard Business Online, December 2004

The most important benefit of executive coaching is its ability to produce a lasting and meaningful change in the executive’s leadership behaviours. Executive Coaching outcomes and ROI include –

  • Increased effectiveness and retention of key leaders – especially during economic uncertainty and challenging business conditions
  • Improved business results
  • Retention of leaders’ direct reports and colleagues
  • Increased senior team effectiveness and cross-functional collaboration