As a leader, your greatest tool is building awareness – about yourself, others and the challenges you face. Focusing on your strengths will empower you, increase your confidence, reduce stress and help you lead more effectively…and with much greater enthusiasm.
The truth is, most leaders struggle because they are trying to be someone they are not or are forcing themselves to work in a way that is not natural for them.
Through Executive Coaching, you will reframe the way you see yourself in your role. You will discover your innate strengths and learn how to leverage them to achieve – and surpass – your leadership goals, by taking action in the ways that work best for you.
What to Expect
Throughout the Executive Coaching process, you will be asked to step out of your comfort zone because revelations and the greatest growth occur when you allow yourself to take new types of action – beyond how you traditionally work. At the same time, coaching is an opportunity to let your hair down and be yourself, knowing you have someone to support you.
Coaching is done in one-on-one sessions, in person or by phone, usually twice a month, with assignments to work on between sessions. The duration of the coaching relationship depends on the situation and desired goals.
In the case of company-sponsored Executive Coaching, the engagement starts and ends with the supervisor and may include a mid-point progress report. Human Resources Business Partners are included in the process if involved in supporting the leader.
- We define the objectives and outcomes for the engagement. The client answers the question: “If this coaching work is successful, what will be different upon completion and how will you lead and manage more effectively?”
- We paint an objective, comprehensive picture of the current situation and start building awareness by using a mix of proven assessment tools, selected as needed.
- During the coaching sessions, the client learns how to use the coaching insights to empower his/her actions and decisions as a leader.
Get honest feedback from several key sources (supervisors, peers, employees);
Understand their natural ways to problem solve and which practices or incorrect expectations might be causing undue stress;
Identify their strengths, distinguishing between productive and “energy-giving” strengths versus “energy-draining” strengths;
Understand their level of emotional awareness and how it impacts their ability to deliver solid leadership to others;
Recognize when the loss of objectivity is affecting their ability to lead.
“Susan helped me transform how I saw my job and what I am capable of doing.”
– Susan Stock, CAO, answerQUEST
“Working with Susan gave me an unbiased view of the strengths that I should leverage more fully as well as the areas that I should strive to develop.”
– Chris Corley, Senior Vice President Corporate Sales, CDW
“I used to be a self-starter who worked autonomously. Now I realize the importance of collaboration and have shifted how I manage, lead, and communicate.”
– Jeff Summers, Advertising Manager, Chrysler Ram Trucks