Lack of feedback at the Top can be costly!
Align EXECUTIVES 4 Profit. Because many top exectuvies seem unapproachable, peers and subordinates will often develop a sense of fear about coming forth and discussing anything. Worse, this fear results in very little, if any, REAL feedback traveling up in the organization, greatly hindering progress and growth. What executives usually get is politically correct, sugar-coated feedback on how the organization is doing and little, to no, feedback on how they, personally, are doing.
Helanie Scott and her team of trained executive coaches are extraordinary; they look into the heart of the organization, evaluate the culture, boldly confront people performance issues, align to objectives and guide the leaders to extraordinary heights. They invest their hearts and minds in each and every client relationship to support exceptional results.
Why Reality Coaching?
Top executives are often isolated, and therefore get the least reliable information about their personal performance. Having a personal executive coach closes the gap and enhances the leaderâ™s ability to grow and the organizationâ™s overall performance.
A meta-analysis of 177 separate studies that assessed 28,000 managers found that valuable per-formance feedback becomes more and more inconsistent, the higher the personâ™s position. Linking that statistical data with the knowledge that higher level executives require more effective people skills and a resulting performance gap is easily realized. The reality is that executives, commanded to lead others, canâ™t depend on their technical skills alone to generate success â¡กใ They need to know how they are doing!
Business Case for Coaching
Reality Coaching provides real-time feedback, is grounded in relative experience and is provided without bias or fear. Coaching generates improvements in retention, cost savings, productivity, work output and sales, according to the research of Metrix Global.
Executive Coaching Alignment
Align4Profitâ™s coaching process is uniquely tailored to the goals and circumstances of the individual being coached. We work intimately with you to create a process and timeline that will deliver the desired outcomes. Our coaching programs are offered in two formats:
1. One-on-One, Telephonic and In-person Coaching Sessions
2. Strategic Coaching Circles
One-on-One, we are able to develop a strong relationship, explore deep personal goals and personally connect with the behavioral and communicative styles of the individual. This format commands personal accountability, open communication and allows for generous flexibility in scheduling.
Strategic Coaching Circles combine one-to-one coaching, with small group workshops. Group workshops facilitate lively debate, diverse thinking and sharpen skills through accountability partners, while creating a comfort level for applying what is learned in a semi-public atmosphere. Strategic Coaching Circles are recommended for Senior Executives, Organizational Leaders, Directors, Managers, Key Supervisors and High Potential Candidates.
Coaching Process Delivered in 4 Phases
Phase 1 - Preparation Phase
2 - Pre-work and Surveys (if appropriate)
Phase 3 - Face-to-Face and Online Coaching
Phase 4 - Feedback and Measurement
Phase 1 - Preparation
â¢ Develop customization and ROI strategy
â¢ Review client companyâ™s vision, mission, values, brand and strategies
â¢ Review pertinent information about the participant (reviews, 360, assessments)
â¢ Identify development objectives and goals for the coachee
â¢ Agreement on ways to measure improvement
â¢ Conduct senior leader conversations about coaching needs and desires
Phase 2 - Pre-work
â¢ Identify quickly and objectively the behavioral competencies that form the basis of customized development
â¢ Facilitate honest 360 feedback from your boss, peers, or team and identify individual strengths and opportunities
Conduct Interviews (If appropriate)
â¢ Conduct interviews or surveys with peers, staff, manager, customers, and/or cross-functional teams
â¢ Commence dialogue prior to any coaching initiative to create self-awareness â¡กใ the catalyst for change
Produce Coaching Report
â¢ Create an overall strategic direction and personalized growth plan
â¢ Establish a baseline against which progress can be measured - before and after coaching (Quantitative and qualitative)
â¢ Integrate and align the coaching initiative to the real world of the Client Company
â¢ Customize and prioritize the focus of development
â¢ Distill the core behaviors to address during coaching
Feedback Conversation with key strategy stakeholder and manager
â¢ Accountability Conversation
â¢ Align managerâ™s expectations and coaching outcomes
â¢ Assist coachee in taking ownership for their role in development
Phase 3 - Coaching Program
Coaching Sessions are comprised of theory, case studies, practical application, process steps, online tools and language skills. They are built around open communication about real-time events, current issues and challenges and offer opportunities for Just-in-Time (JIT) Coaching in moments of crisis and need.
The sessions are designed to assist the coachee in the day-to-day application of our Think.Act.TalkTM behavioral and communicative skills, while managing through current business situations. These sessions are intent on hardwiring sustainability.
Observation and Shadowing Sessions
Often it is the coacheeâ™s desire to obtain REAL feedback about their performance and perceived engagement level in team meetings, group interactions, and/or in performance discussions. The observation and shadowing sessions are designed to provide the coachee with that feedback as a product of attending such sessions. Client work-shadowing is often an area that is overlooked, yet can provide significant insight.
Feedback Loop and Update to Key Stakeholders
Feedback Loops involving Key Stakeholders provide solid validation of coacheeâ™s commitment to address, improve or focus on Strategic thinking, success competencies, and communication efficiency. They create additional accountability, and often assist in completing and excuting personal scorecard goals. Through a record of action, learning, and observation, key stakeholders can be assured of and encouraged by the coaching engagement and the coacheeâ™s success.
Phase 4 - Measurement
Review outcomes, measured against the established benchmarks agreed upon at the commencement of the coaching relationship.
Highlights of the Executive Coaching Curriculum
Personal Alignment â¡กใ
â¢ Minimize the impact of personal barriers to performance, championing change and innovation
â¢ Capitalize on leadership strengths to deliver results
â¢ Practice the âœDe-triggerâ skill and maintain executive maturity and presence
â¢ Manage leadership humility to demonstrate trust and integrity
Peer Team Alignment â¡กใ
â¢ Build aligned relationships to work better together
â¢ Create peer team alignment through lively debate
â¢ Courageously addresses the heart of issues, while maintaining mutual trust and respect, without being contaminated by ego, politics, fear of retribution and social correctness
â¢ Act strategically in team discussions, planning sessions, and leadership retreats
â¢ Offer and receive REAL feedback that invites dialogue and avoids defensiveness
â¢ Deal effectively with conflicts and confrontations
â¢ Practice balanced decision-making
â¢ Demonstrate courage to introduce â˜radicalâ™ actions
Vertical Team Alignment â¡กใ
â¢ Speak with clarity and authentic commitment about the future
â¢ Use powerful presentation skills to create and communicate a compelling strategy story
â¢ Strategically, operationally and culturally rally the troops to all pull in the same direction
â¢ Meaningfully and skillfully link employeeâ™s contributions to the organizationâ™s goals, motivating and developing them along the way
â¢ Use the strategic direction to inspire energy and commitment
â¢ Know the â˜Performance Switchâ™ of each of your direct reports to create differentiating performance
â¢ Utilize meeting effectiveness techniques and zap time-wasters