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Executive Coaching
Executive Coaching provides individually customized consulting to valued executives and leaders. The coaching increases personal effectiveness while producing results for the organization. Our process aligns management talent with organizational strategies and expands both the individual’s and the organization’s capabilities.
WHO benefits from Executive Coaching?
Executives, managers and team leaders accountable for implementing restructuring or change initiatives.
Individual contributors promoted to leadership positions.
Executives and managers with interpersonal or communication styles that adversely effect performance.
Leaders who are challenging their teams to produce extraordinary results.
Executives faced with career decisions.
WHY Executive Coaching?
Enhance the effectiveness of key performers.
Build new leadership skills essential for successful implementation of corporate restructuring.
Prepare executives and managers to take on new or increased responsibilities which support the organization’s strategies.
Improved working relationships and communication to increase executive effectiveness and achieve business goals.
Provide data to make informed succession or career decisions.
WHAT is Executive Coaching?
A process which creates awareness and action through confidential communication.
A process which allows individuals to see new opportunities and go beyond what was previously possible.
A process which identifies an executive’s strengths and developmental needs given the organization’s capabilities and strategies.
A process where the individual uncovers barriers and areas of resistance to job performance and leadership effectiveness.
A process where an individual discovers opportunities for success.
A process which provides clarity regarding role, accountabilities, defined outcomes and measures of success
HOW-A Four Phase Process . . .
Contracting and Role Identification
Assessment
Project Plan and Actions
Implementation
Sample Process for Executive Coaching
Phase I
Step 1- Sponsor meets with Consultants
Clarification of request and expectations.
Clarification of organizational strategy.
Clarification of organizational capabilities and leadership competencies.
Step 2- Sponsor/Employee/ Consultant
Explanation of request and services to employee.
Review of expected outcomes.
Employee accepts or declines consulting.
Step 3- Role Negotiation
Contract negotiated on how consultant and employee will work together.
Phase II
Step 4- Assessment
Self/Career
When needed, feedback from key players in organization.
Phase III
Step 5- Action Planning
Written plan that summarizes assessment results and identifies action steps and timelines necessary to achieve expected outcomes.
Step 6- Presentation of Plan to Sponsor
Feedback, agreement and finalization of plan.
Phase IV
Step 7- Ongoing Coaching
Meetings to review progress and results of actions committed to in the action plan.
Step 8- Completion
Review of outcomes and measures.
Agreed to by sponsor and employee.
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News :
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