Executive Career Coaching: One on One Executive Coaching
Executive Coaching is a $2.4 billion business, and growing because business people have seen that skillful career coaching dramatically increases the performance of individuals and teams.
Once only for remedial situations, now companies invest in executive coaching for their high potential managers and senior executives, investing where the return on the investment (ROI) will be greatest. Both corporations and individuals hire GTS to provide executive coaching what is the best Career Coaching. GTS is a pioneer in executive coaching and has coached hundreds of professionals to take their careers and companies to the next level. GTS has provided discrete private career coaching to marketing professionals, corporate executives, Wall Street managers and entrepreneurs to hone their vision, act more boldly, communicate more effectively and surpass their goals.
Typical client objectives are for career coaching:
To gain a promotion;
Increase sales;
Grow a business;
Manage a business or department more effectively;
Succeed in a new position; or
Find a new position
A typical format consists of 4 to 6 hours of coaching per month, using a combination of in-person and phone meetings. GTS coaches clients all over the U.S. and in Europe. Coaching programs range in length from 6 to 12 months.
Executive Coaching Objectives:
Coach senior executive to successfully transition to the next level of leadership skill and accomplishment, as evidenced by achievement of specific, measurable goals
Transfer Business Wisdom: Powerful distinctions of leadership and communication which cause a future unbound by the past
Identify weak or missing skills necessary to success
Use current challenges and opportunities as openings for coaching and learning – and professional breakthroughs
Additional objectives are created by coach and participant
Effective Executive Coaching
Though already-on-staff personnel can use the coach’s external perspective, an added benefit is this one-on-one time frees the boss, who’s often the mentor when there’s no coach, to put her energies to other assignments. The effective coach works with leaders (both those who’re in high gear or those who’re getting into trouble) to do the following:
Recalibrate their success metrics
Polish their leadership styles
Realign their priorities
Lead teams more powerfully
Navigate for the uncertain future
The coach crafts a program personally tailored to the individual; measurable and agreed-upon by both the boss and/or board of directors; and fits the goals of the organization, especially during times of intense change and ambiguity.
New-to-the-company staff leaders can also benefit from coaching. A staff leader can use the coach to help him do the following:
Clarify new boss expectations
Build all-important peer and cross-functional relationships
Understand the cultural and political nuances
Assess what has worked in the past that can be integrated into the new environment
One-on-One Coaching Model (Organization Sponsored)
In either case, the coaching relationship will enhance the skills that are required to lead or manage in changing and difficult times. Investing in this kind of talent development is a long-term strategic decision and one that can be justified in the one-on-one coaching model, which looks like this:
Coach meets with the manager and HR to discuss candidate goals and reach an agreement on targets.
Coach meets with a candidate to gather personal history and career data and reach an agreement on goals and engagement expectations.
The assessment process begins, using various instruments and 360 feedback from employees that work closely with the candidate.
Feedback is collected and analyzed to determine assets and liabilities and presented to the candidate.
Candidate creates a behaviorally specific developmental plan and determines the desired outcomes that include input from a manager and/or an HR contact.
Plan is implemented to include time frames and appropriate tools.
Coach works with candidate to integrate the new behaviors with regular one-on-one sessions.
Coach reassesses the close-working employees, evaluates and reports input and incremental shifts. Engagement closes or extends with revised objectives.
