Are any of your executives causing poor morale, high turnover, or lost productivity because of the way they engage with others?
At Executive Performance Solutions, we have helped many executives become more sensitive and attentive to people, improving their interactions with others. Employing our highly successful five-step facilitated Executive Coaching Process, we have made it possible for senior managers to get more out of themselves and those they work with.
What makes Executive Performance Solutions so successful at Executive Coaching is our integrated approach to solving people problems. Whether the focus is on individuals or teams, we always assess and understand the influence of group interactions. In every case, we look at how each member is acting, what is moving them to action, and how they think about what they are doing.
In addition to providing one-on-one Executive Coaching targeted at altering specific behaviors that are limiting senior management performance, we also provide individual and team coaching in group and workshop formats. The focus of this work is on:
For a no-obligation discussion of your executive development needs or to find out more about registering for an Executive Presence Program, contact us today.
Sign up for Paul Aldo's free Executive Presence e-Tips, monthly guidance on how to recognize and improve your executive presence.
Executive Performance Solutions Five-Step Executive Coaching Process
STEP 1: Assessment
- Meet with the client and sponsor to discuss the coaching process.
- Apply our exclusive Executive Style Assessment to get information on the client's dominant behaviors, motivators, and thinking patterns.
- Use 360 input from questionnaires and in-depth interviews to understand how others perceive the client.
STEP 2: Executive Coaching Plan
- Meet with the client to share the assessment information.
- Identify behavior the coaching will focus on modifying.
- Define how progress will be measured and who will provide measurement input.
- Secure a sincere interest and commitment from the client to change.
- Ensure the organization is truly interested in supporting the client.
STEP 3: Involving Stakeholders
- Meet with key stakeholders (others the client has identified as important to a successful coaching outcome and those who will be responsible for providing measurement input) in order to explain the coaching process and their role in it.
- Ask key stakeholders to provide support for the client's behavioral change and to let go of history with the client that is focused on past difficulties.
- This stage often includes getting key stakeholders to commit to some type of change in themselves.
STEP 4: Coaching and Behavioral Change
- Spend time with the client in discussions designed to bring about the desired and agreed upon behavioral changes.
- As the coaching progresses, conduct thorough discussions of those things that help and hinder a successful change experience.
STEP 5: Measurement and Follow-up
- Meet periodically with key stakeholders and the sponsor to obtain information about the success of the behavioral change effort.
- Discuss with stakeholders how they can further assist the client in creating the desired behavioral change.
- Share this information with the client as input into the coaching and behavioral change process (STEP 4).
For a no-obligation discussion of your executive development needs or to find out more about registering for and Executive Presence Program, contact us today.
Sign up for Paul Aldo's free Executive Presence e-Tips, monthly guidance on how to recognize and improve your executive presence.
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