Executive Coaching

• Are you concerned about your market position and want to improve it?
• Are you wondering how to retain your best people?
• Do you want to know how you can get the best from yourself and your people so that they can go that extra mile?
• Have you received some feedback on yourself that you don't know how best to act on?
• Do you want to improve your confidence and interpersonal skills as a manager? If you have answer yes to any of the above, you have identified 'executive coaching and talent management as an area of key focus in your organisation.

The High Performance Pyramid

Today's corporate athlete requires a balance of all four in equal proportions to stay the distance and shine above the rest. Just like a world-class athlete, a high performing executive also needs to train in the same systematic, multi-level way that addresses these four foundations.

Companies cannot afford to address only an employee's cognitive capacities while ignoring the emotional, physical, and spiritual.

In practice this may entail consideration of your physical capacity and eating habits, your body image, your emotional life and connection with a greater sense of purpose, as well as the 'job at hand'.

Who are the main targeted participants in this programme?

Senior Managers and business leaders who want to lead rather than manage. Managing talent, work-life balance, improving leadership development and developing learning organisations are the key challenges facing Irish human resource managers according to the latest December 07 survey conducted by the Boston Consulting Group.

What will the Process of Executive Coaching cover?

A structured seven-step process: (a) initial needs analysis, matchmaking coach/employee and coachability assessment (b) contracting (c) data gathering -recognition of strengths and drivers with the help of psychometrics (d) personal development plan/specific goal setting (e) coaching sessions (f) measuring and reporting results (g) transitioning to a more long-term development effort for the executive and the organization.

What Will be the individual benefits from a coaching Assignment?

• Increased self-awareness, self-acceptance, and insight gained through coaching have an enduring effect on executives’ leadership within their organisations.
• Promotes initiative and accountability, and encourage people to take responsibility
  
• Provides objective advice on business decisions, increases awareness of resources, and broadens the scope of information, ideas and solutions
  

The major focus of executive coaching is to help the new leader to assimilate and achieve business objectives by clarifying specific behaviours or habits or learn new, more effective ways to work and interact with others.

What will The organisation gain from this programme?

• Faster integration of skills and growth areas identified, followed by measurements to ensure organizational alignment and success
• Greater results from staff including fostering the rapid development of individuals and teams, leading to increased organisational capabilities

How do you know coaching is the right intervention for your leadership development needs?

• Coaching is useful for a host of leadership development issues - primarily the development of core competencies in emotional intelligence especially with key valuable 'technical experts', succession planning and talent shortages
• One to one coaching is excellent for developing self awareness of one's impact on people, process and strategy above all during times of organisational changes
• Coaching is the right intervention to cultivate greater performance, to develop flexibility in the face of change and to build confidence or "leadership presence"

How can we measure the benefits of this programme?

With the latest economic downturn and its budget cuts, layoffs and hiring freezes there has never been a time where the ROI of people development has been more important.   Because we are so convinced of our executive coaching engagements, and the analysis framework within which we deliver them, we will offer a FREE evaluation at L3 Kirkpatrick with each external executive coaching engagement until end of Q1 Sept 2010. This will help you convince your senior management of the benefits of executive coaching.  

Please contact us for more information or read our research paper from McHale (2008)

Download our  Executive Coaching brochure  

• Among HR professionals and coaching clients, 90% see the value of executive coaching as ‘somewhat high’ or ‘very high’(January 2008 Sherpa Executive Coaching survey)
  

• The ROI for companies can be significant. The vast majority (86%) of those able to provide figures to calculate company ROI indicated that their company had at least made their investment back. The median company return in the survey was 700% indicating that typically a company can expect a return of 7 times the initial investment (ICF April 2009 Global Coaching Study)
  
• $7.90 for every $1 spent was a return on executive coaching at Booz Allen Hamilton (Anderson, Merrill MetrixGlobal 2004)
• 88% increased productivity when one-on-one coaching (8 wks) was added to a training program with managers. Without coaching productivity increased by 22% (Olivero, Bane and Kopelman Public Personal Management, 26,4,461-469)
• The Sears model show that a 5 percent increase in employee commitment leads to a 1.8% increase in customer commitment and a 0.5% increase in financial results.