I look at all the people who’ve worked for me or who I’ve helped in some way, and I count up how many are great leaders now. That’s how I measure success.
Bill Campbell
Legendary Coach & Business Executive
Our coaches work one-on-one with successful leaders who
want to be even more successful. Whether they’re high-potentials or leaders at the first, mid, senior, or executive level, we use the process below to help them achieve their development goals.
HOW WE DO IT
Once we’ve met with the leader’s manager and the leader, our coaches use the process below to produce measurable results.
Assess
We conduct quick, informal and anonymous 360-degree interviews with the leader and key stakeholders, to identify strengths and opportunities that establish the baseline. The leader completes assessments to identify preferences and underlying drivers of his or her behavior. Comparing and contrasting how the leaders perceive themselves against how others perceive them, increases self-awareness and motivation for the work ahead.
Debrief
After analyzing and integrating the results from the data above, we meet with the leader to help him or her understand the results and prioritize the focus of our work together.
Align
We meet with the leader and manager to provide a high level overview of the results and agree on the focus of the work.
Coach
We meet with the leader in person and/or virtually for regularly scheduled coaching sessions, and communicate in between sessions, as well. Using a variety of strategies, tools and resources, we keep him focused and accountable for making progress toward his goals.
Check Progress
The leader and coach check-in with stakeholders periodically to determine progress against goals and ask for suggestions that will keep her moving forward.
We also offer enterprise-wide coaching, as an effective strategy for:
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accelerating the movement of high-potentials through the talent/succession pipeline
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developing a coaching culture
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closing the gap in a particular leadership competency that clusters at a specific level; for example, innovation at the senior-level, or coaching at the mid-level