Executive Coaching Capabilities
Framework
- Establish rapport, understand the business context
- Contrast for results/clarify outcomes
- Develop self-awareness
- 360 survey and interviews
- Hogan Derailers
- MBTI
- Firo-B
- Other instruments (as appropriate)
- Develop plan and measures
- Implement plan with ongoing meetings and activities
- Review, evaluate and measure
My Philosophy
- nFocus is on behavioral change in the critical areas for the leader to achieve his/her business and/or career goals
- Coaching plan is results/outcomes oriented
- Success can only be achieved if the individual is willing to change and agrees with what needs to change
- The foundation of the experience is deep self-awareness. I emphasize this phase to ensure the development of the right kind of plan
- It’s important to ensure all parties have realistic expectations about the process – change does not happen overnight
Areas of Focus
- nWomen
- High potentials
- New leader transition/onboarding
- Line to staff transitions
- Accelerated development to prepare for new/larger role
- Leaders who need help in managing their Derailers
- Redeployment/fit
- HR leaders
- Team coaching
- nTrained and certified by Peter Cairo and David Dotlich – authors of Action Coaching and partners in Mercer Delta Consulting firm
- Designed and delivered coaching training certification for worldwide HR leaders at Avon Products, Inc.
- Implemented formal coaching, process (internal and external coaches) at Avon Products, Inc. and Deutsche Bank
- Formally coached leaders at all levels at Pfizer, Deutsche Bank and Avon Products, Inc.
- nDirect and candid
- Empathic
- Focused on results
- Don’t confuse coaching with therapy
- “Let’s practice/do – it instead of just talk about it”
- n3,6,9 and 12 month engagements
- $10,000 – $36,000 per engagement – mutual agreement that results were achieved
- Average is 1 day per month
- Pricing for multiple assignments can be negotiated
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