Coaching for Development and Promotion

In this situation, the employee has a high potential for advancement and you want to give him or her an additional resource to use as a sounding board, to create greater self-awareness, to increase critical thinking skills, to fine-tune interpersonal and leadership skills and/or develop skills in a number of other areas. The point is that this top performer has a personal, confidential coach for support, honest feedback, and exploration of potential decisions. They no longer have to go it alone.

Coaching for Performance Improvement

This is a situation where the person typically exhibits a high potential in a number of areas but has difficulty in a specific area or two. The coaching is designed to improve performance in those areas while enhancing performance in the stronger areas. The employee might have excellent technical abilities but need to refine his or her interpersonal skills. Or, a key employee might need help with team building skills, leading meetings, making presentations, managing time, or other critical management skills.

Coaching to Correct Performance

In this situation, you have a key employee who is not performing to expectations in a major area or several areas and is putting him or herself and the organization at risk. The objective is to get immediate behavioral/performance change that is long-term and fixed, or to counsel or move the individual out of the position or organization. These are difficult situation because the person has likely performed well in the past. However, the objective is behavioral change. If the individual is unwilling to take responsibility for needed change, then the coach needs to confront this with the individual and the organization and together, take appropriate actions. Many coaches are unwilling to do this. We are not.

Our Leadership Coaching Programs include:

• A comprehensive 360-degree feedback report of the participant’s leadership and interpersonal strengths and development needs from the view points of self, boss(es), direct reports, key peers and others.

• Comprehensive in-depth developmental interviews with participants and other key individuals (boss, direct reports, peers, customers, others).

• Specific action plans to improve individual and team performance in key performance areas.

• Follow-up to promote and evaluate progress.

• Follow-up with the participant’s boss (and peers, direct reports and others, if needed) for action planning to promote and evaluate progress.

• Specific training sessions—small group or one on one—to achieve action plan goals.

• Follow-up coaching sessions on specific concerns, problems/decisions—these can be one on one, on the telephone or online.

Contact us today for a detailed proposal.