EXECUTIVE COACHING

What is Executive Coaching?

With Executive Coaching, an individual strengthens key skills and improves development areas by working one-on-one with a coach to implement an Individual Development Plan. The process is designed to raise performance at work, strengthen relationships, and ultimately, help a person perform at his/her potential.

How does it work?

Executive Coaching helps individuals achieve results by identifying focus areas, crafting or refining a development plan, and building accountability into the development process. The coach also helps the participant move through the milestones of success by acting as a sounding board, finding additional resources, offering tips and best practices, helping to remove barriers, and evaluating progress along the way. Before the coaching engagement is over, the coach helps the participant put a system in place to sustain and build on improvements made going forward.

Does my organization need Executive Coaching?

Many companies use executive coaching in the following situations:

• Preparing managers and executives for new roles or increased responsibility
• Accelerating the development of high potentials
• Helping a manager or executive through a transition
• Smoothing out “rough edges” of star performers
• Helping an individual move from good to great

What are the benefits of Executive Coaching?

• Improved results
• Stronger relationships
• Improved leadership capabilities
• Greater leadership confidence, presence
• Decreased self-imposed limitations
• Greater understanding of one’s own style and impact on others

What are the steps for Executive Coaching?

Although steps depend on the participant’s specific needs, the general process includes:

1. The HRCatalyst coach meets with the participant and key stakeholders to understand role, context, challenges, and opportunities. The coach and participant identify development objectives.
2. The participant and coach establish a coaching agreement which defines expectations, commitments, and timelines. Metrics to evaluate success are also identified.
3. The development plan is shared with the participant’s manager, and often, with trusted associates.
4. Coaching sessions are conducted on a regular basis, and the coach is available via phone and email between sessions. The participant works on agreed upon assignments and action items between coaching meetings.
5. The coach and participant track progress against goals and review metrics to gague progress and re-evaluate next steps.
6. The coach conducts a post-coaching follow-up to measure sustained success before concluding the coaching engagement.