Our executive coaching process follows three complementary phases. We begin with Self-Discovery to understand the leader and identify development priorities. Next, we select one or more targeted coaching programs based on those discoveries. When appropriate, ongoing Sounding Board Coaching provides continued support, accountability, and reinforcement.
Each phase focuses on the individual leader’s needs and desired results, allowing us to customize the engagement rather than prescribe a one-size-fits-all development program.
Our phased approach provides a structured yet flexible way to invest in executive leadership development.
Minimize the initial commitment. Begin with Self-Discovery rather than committing to a lengthy coaching engagement before development needs are understood.
Make informed development decisions. Use the insights gained in Phase 1 to identify priorities and select the most appropriate development process.
Customize the investment. Align subsequent coaching with the leader’s needs, organizational expectations, and available resources.
Build confidence in the relationship. Experience the coaching process firsthand before deciding whether to proceed to the next phase.
Before recommending a leadership development program, we need to understand the individual leader, the desired results, and what’s really getting in the way.
Our coaching process begins with Self-Discovery, built around the TriMetrix Leadership assessment and a comprehensive, facilitated debriefing. This provides insights into the leader’s behavioral tendencies, driving forces, competencies, and potential blind spots.
Successful leaders often discover things about themselves they hadn’t previously recognized. Others gain a deeper understanding of attitudes, assumptions, and limiting beliefs that may be holding them back.
Self-Discovery isn’t simply about interpreting assessment results. Through thoughtful inquiry, reflection, and coaching conversations, we help leaders connect those insights to their real-world leadership challenges and opportunities.
The outcome is greater self-awareness and clarity about development priorities, providing a sound foundation for selecting the most appropriate coaching path in Phase 2.
The insights gained through Self-Discovery help identify the development priorities most likely to improve leadership effectiveness.
Rather than prescribing a one-size-fits-all program, we collaborate to select one or more coaching processes based on the leader’s goals, discovered needs, organizational expectations, and available resources.
The objective isn’t simply to complete a program. It’s to achieve meaningful, measurable improvement.
Develop your capacity for handling life’s great challenges with a positive mindset rather than getting stressed and upset.
Executive Leadership Development Coaching helps successful leaders become more effective by strengthening self-awareness, leadership skills, and their ability to influence results through others.
Our personalized coaching process goes beyond developing leadership skills to discover what’s really getting in the way. By addressing attitudes, limiting beliefs, and behaviors that may be holding leaders back, we help them develop the clarity, confidence, and commitment needed to achieve meaningful performance breakthroughs.
Advanced Leadership Communication Coaching helps leaders strengthen how their communication lands, especially in moments that matter most.
Time Strategies Development Coaching helps leaders improve their effectiveness by clarifying priorities, strengthening focus, and making better use of their time.
This practical, inside-out development process addresses not only time management skills but also the attitudes, habits, and assumptions that influence how leaders allocate their time and attention.
Sounding Board Coaching is an optional continuation that supports the application, reinforcement, and ongoing development of the leader’s capabilities.
Built on the trust and understanding established during earlier coaching, the relationship provides an experienced, independent thinking partner who understands the leader’s strengths, goals, and organizational challenges.
Through thoughtful questioning, perspective, and accountability, Sounding Board Coaching helps leaders navigate complex situations, make better decisions, and take the right action to achieve their desired results.
The objective is continued growth, sustained behavioral change, and greater leadership effectiveness.
The phases outlined may be enhanced. Options are often added as new needs are discovered. Some examples include interviews with the coaching client’s stakeholders, 360 Surveys or Emotional Intelligence Coaching, or Stress Assessment. We typically customize the content of our Executive Leadership Development Process (Phase 2) to address specific needs.
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