Professional Services

Executive Coaching

What It Is

• A facilitated systems approach that promotes identification of and focus on key business objectives while developing the executive's structural, functional, and unique value system.
• An experiential and individualized leader development process that builds a leader’s capability to achieve short- and long-term organizational goals.
• Deliverables include widening the executive's focus on business objectives, creating a personal strategy targeting the desired state of the business, and creating actionable steps to close the gap with the current state.

Why Its Important

• Serves as a view from 5,000 feet to help executive explore who they are, what their expectations are of themselves, and their contribution to the organization. Provides an enlarged perception of self that can lead the executive to a broader view of themselves in relation to their organizations.
• Integrates self-assessment insights. Optimizes multi-rater feedback.
• Allows executive and management teams to refocus on REAL critical success factors impacting their business, and to deliver desired results.
• Addresses the widening gap between leadership practices and the competencies needed for future business success.
• Establishes a Learning Plan and climate of continuous personal development.

How It Works

• Customized, personalized developmental process. Conducted through one-on-one interactions and driven by data from multiple perspectives.
• Based on mutual trust and respect, the relationship between the individual and the coach drives the process.
• Positioned as practical strategy.
• Structured around an agenda.
• Facilitated exchange use of Live Ammo workplace situations, issues, challenges.
• Practical deliverables.
• Serves as a spring-board to next actions.
• Integrates assessment findings - securing deeper self-understanding, and allowing the executive to identify strengths as well as barriers to success. Encourages the creation and implementation of a personal development plan.
• Supports an executive in overcoming obstacles and taking on risks. Reinforces achievements.

Typical Engagement Situations

• Executive Coaching competencies anchored in four domains: business acumen (e.g. P&L management, strategic planning process, goal setting, results orientation), organizational development expertise (talent management, succession planning), advanced psychological knowledge (e.g. clinical diagnosis and how traits play out in workplace situations, e.g. Type A personalities in leadership roles, systems  orientation, developmental stages and transitions, psychological assessment certifications, conflict resolution strategies and methodologies) , and coaching skills and knowledge (e.g. the manager as coach and how executive coaching impacts this capability, giving and receiving feedback, adapting the coaching process to the unique needs of the individual, metrics of coaching outcomes, how to build and maintain continuous development learning plan and sustain behavioral change, managing confidentiality)
• Track record of value added interventions with diverse population and organizations
• Outcomes typically achieved include greater awareness of strengths, development opportunities, improved self-understanding, improved performance, broader skill repertoire; accelerates growth and development of individuals with high potential.
• Enhances leadership effectiveness.
• Expands executives' repertoire to articulate their vision, its impact on the organization, and motivate constituency around key business objectives.
• Part of a developmental initiative.
• Maximum impact is achieved through a partnership between the organization, an executive, and the executive coach.
• Improves executive support of corporate initiatives.
• Development extended to the executives’ team.

Key Success Factors

1. A development plan which is based on behavior change and/or strategy realization linked to work situations
2. An internal organizational sponsor, or mentor who is in a position to observe the client’s progress, committed to that person’s success, and willing to provide feedback
3. A willing client who has aspirations for things to get better and is motivated and committed to developing beyond their previous level of functioning
4. The ability, organization awareness, and process skills of the coach

Outcomes, Results

• Recognize the impact of their style in achieving the results they desire
• Manage conflict and build greater organization support for their mission
• Direct and lead a team whether it be direct reports or significant project group
• Influence key organization players
• Recognize and effectively deal with resistance to organization change
• Successfully manage stress
• Align senior managers with their team
• Set and meet high business goals

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