Develop Your Leadership Ability and Confidence, with Executive Coaching Why Executive Coaching Is So Important and Beneficial: The primary reason that strategic plans don't get implemented effectively is that leaders often are deficient
in one or more leadership skill sets. Most people are reluctant to face their deficiencies at first - however,
I focus on recognizing and optimizing your strengths first, then we work on one specific skill deficit at a time
until only the skills you need are developed. For example, good business managers (who are good at the task side
of management) but who don't have well-developed team leader skills, don't execute optimally in the strategic
arena. Once you know what you are good at (as you and others see you), you can build upon your strengths.
Once you know your areas of deficiency, as you and others' see them, you can stop doing what doesn't work and
do more of what does work. This is why coaching is objective, fast and cuts through allot of the time you would
waste trying to do all this yourself.
I Can Show You How to Quickly Leverage Your Performance and Morale: Therefore, what I have found to work best to help my clients gain competence and confidence as leaders is skill
coaching and action learning (that applies in your life or work place), combined with focused and accurate feedback.
This is the most powerful combination of factors that I have found to accelerate your leadership development. All
the executives I have coached, even those with MBA's, have told me that they learn much faster and in a more applicable
way from coaching around issues in their work and personal lives than they did from their university educations. I
have coached more than 3000 people to develop leadership skills in a wide range of settings. You can get most all your
questions answered quickly about executive coaching by going to Frequently Asked Questions about Executive Coaching.
Individualized Learning: Each executive coaching program is individually tailored so that you don't waste time and dollars taking courses or
focusing in areas that are not needed. However, in doing executive coaching with senior level executives I have
found that there are some specific things that "kick-start" the process and make lights go on. These first steps
are:
- Assess Your Personal Style with the Personal Style Indicator (PSI)
- Assess Your Leadership Skills with the Leadership Skills Inventory (LSI) - we ask 5-10 of your colleagues and/or
subordinates to complete a LSI on how they see you and we review the confidential, 360 degree, collated results.
- Set your goals for your executive development in consultation with me or others you choose to mentor or coach
your learning process.
- Read the portions of the book, Transforming Leadership, that apply specifically to your learning goals to gain a
deeper theoretical and practical insight into what are your skill strengths and deficiencies, and learn how to better
develop the skills you need now.
The most powerful thing about coaching is that you regularly (often weekly) get to discuss and plan your own
performance improvement around critical incidents that occur in your work place or personal life.
Additional "En Vivo" Learning Experiences: In addition to our weekly meeting (in person or on the phone),
sometimes you may want to call upon my services as problems emerge, to discuss them immediately. Yes, I have
received calls from executives who have wanted consultations while they are facing crises in their workplaces.
I have also been called in as an external facilitator to resolve personnel issues before they blow up, to resolve
executive team conflicts or dysfunction before morale gets too low, or to intervene in helping the executive team
to correct course in a difficult political situation that is of great import. This kind of "en vivo" learning in
the workplace is reported by executives to be the most powerful kind. See letters of reference from previous
coaching that I have done with executives.
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