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  • Ut Arlington Presentation 10.01.12 Final

    1. 1. Executive Coaching: High Time for a Quality Check October 1, 2012The Industrial and Organizational Psychology Center The University of Texas at Arlington
    2. 2. GoalsExecutive Assessment, Executive Coaching & Change Management
    3. 3. Goals  Share ideas on coaching challengesExecutive Assessment, Executive Coaching & Change Management
    4. 4. Goals  Share ideas on coaching challenges  Overview practical, executable solutionsExecutive Assessment, Executive Coaching & Change Management
    5. 5. Goals  Share ideas on coaching challenges  Overview practical, executable solutions  Stimulate helpful thinking, discussionExecutive Assessment, Executive Coaching & Change Management
    6. 6. Goals  Share ideas on coaching challenges  Overview practical, executable solutions  Stimulate helpful thinking, discussion  Support both consumers and providersExecutive Assessment, Executive Coaching & Change Management
    7. 7. Goals  Share ideas on coaching challenges  Overview practical, executable solutions  Stimulate helpful thinking, discussion  Support both consumers and providers  Help executive coaching transition from a „field‟ to, eventually, a professionExecutive Assessment, Executive Coaching & Change Management
    8. 8. Checking In….Executive Coaching  What is it exactly?Executive Assessment, Executive Coaching & Change Management
    9. 9. Checking In….Executive Coaching  What is it exactly? Dozens of definitionsExecutive Assessment, Executive Coaching & Change Management
    10. 10. Checking In….Executive Coaching  What is it exactly? Dozens of definitions  How long has it existed?Executive Assessment, Executive Coaching & Change Management
    11. 11. Checking In….Executive Coaching  What is it exactly? Dozens of definitions  How long has it existed? 30+ yearsExecutive Assessment, Executive Coaching & Change Management
    12. 12. Checking In….Executive Coaching  What is it exactly? Dozens of definitions  How long has it existed? 30+ years  How big is the market?Executive Assessment, Executive Coaching & Change Management
    13. 13. Checking In….Executive Coaching  What is it exactly? Dozens of definitions  How long has it existed? 30+ years  How big is the market? $2B+ globallyExecutive Assessment, Executive Coaching & Change Management
    14. 14. Checking In….Executive Coaching  What is it exactly? Dozens of definitions  How long has it existed? 30+ years  How big is the market? $2B+ globally  What‟s required to be a coach?Executive Assessment, Executive Coaching & Change Management
    15. 15. Checking In….Executive Coaching  What is it exactly? Dozens of definitions  How long has it existed? 30+ years  How big is the market? $2B+ globally  What‟s required to be a coach? NothingExecutive Assessment, Executive Coaching & Change Management
    16. 16. Checking In….Executive Coaching  What is it exactly? Dozens of definitions  How long has it existed? 30+ years  How big is the market? $2B+ globally  What‟s required to be a coach? Nothing  Any service quality controls?Executive Assessment, Executive Coaching & Change Management
    17. 17. Checking In….Executive Coaching  What is it exactly? Dozens of definitions  How long has it existed? 30+ years  How big is the market? $2B+ globally  What‟s required to be a coach? Nothing  Any service quality controls? Not muchExecutive Assessment, Executive Coaching & Change Management
    18. 18. Checking In….Executive Coaching  What is it exactly? Dozens of definitions  How long has it existed? 30+ years  How big is the market? $2B+ globally  What‟s required to be a coach? Nothing  Any service quality controls? Not much  Consumer protection?Executive Assessment, Executive Coaching & Change Management
    19. 19. Checking In….Executive Coaching  What is it exactly? Dozens of definitions  How long has it existed? 30+ years  How big is the market? $2B+ globally  What‟s required to be a coach? Nothing  Any service quality controls? Not much  Consumer protection? NoneExecutive Assessment, Executive Coaching & Change Management
    20. 20. Checking In….Executive Coaching  What is it exactly? Dozens of definitions  How long has it existed? 30+ years  How big is the market? $2B+ globally  What‟s required to be a coach? Nothing  Any service quality controls? Not much  Consumer protection? None  Confusing market?Executive Assessment, Executive Coaching & Change Management
    21. 21. Checking In….Executive Coaching  What is it exactly? Dozens of definitions  How long has it existed? 30+ years  How big is the market? $2B+ globally  What‟s required to be a coach? Nothing  Any service quality controls? Not much  Consumer protection? None  Confusing market? ThoroughlyExecutive Assessment, Executive Coaching & Change Management
    22. 22. Checking In….Executive Coaching  Why use executive coaching?Executive Assessment, Executive Coaching & Change Management
    23. 23. Checking In….Executive Coaching  Why use executive coaching? o Grow „high potentials‟Executive Assessment, Executive Coaching & Change Management
    24. 24. Checking In….Executive Coaching  Why use executive coaching? o Grow „high potentials‟ o Leadership development (e.g. teams)Executive Assessment, Executive Coaching & Change Management
    25. 25. Checking In….Executive Coaching  Why use executive coaching? o Grow „high potentials‟ o Leadership development (e.g. teams) o Onboarding key employeesExecutive Assessment, Executive Coaching & Change Management
    26. 26. Checking In….Executive Coaching  Why use executive coaching? o Grow „high potentials‟ o Leadership development (e.g. teams) o Onboarding key employees o CEO – Board relationships, coordinationExecutive Assessment, Executive Coaching & Change Management
    27. 27. Checking In….Executive Coaching  Why use executive coaching? o Grow „high potentials‟ o Leadership development (e.g. teams) o Onboarding key employees o CEO – Board relationships, coordination o Organizational restructuring (e.g. M&A)Executive Assessment, Executive Coaching & Change Management
    28. 28. Checking In….Executive Coaching  Why NOT use executive coaching?Executive Assessment, Executive Coaching & Change Management
    29. 29. Checking In….Executive Coaching  Why NOT use executive coaching? o You don‟t believe it helps but “everyone‟s doing it” so…….Executive Assessment, Executive Coaching & Change Management
    30. 30. Checking In….Executive Coaching  Why NOT use executive coaching? o You don‟t believe it helps but “everyone‟s doing it” so……. o Hiring one to signal (falsely?) how “proactive and growth oriented” you areExecutive Assessment, Executive Coaching & Change Management
    31. 31. Checking In….Executive Coaching  Why NOT use executive coaching? o You don‟t believe it helps but “everyone‟s doing it” so……. o Hiring one to signal (falsely?) how “proactive and growth oriented” you are o Meeting regularly with one but not taking action between sessionsExecutive Assessment, Executive Coaching & Change Management
    32. 32. Checking In….Executive Coaching  Why NOT use executive coaching? o You don‟t believe it helps but “everyone‟s doing it” so……. o Hiring one to signal (falsely?) how “proactive and growth oriented” you are o Meeting regularly with one but not taking action between sessions o Little/no drive to leave your comfort zone to build insight and change behaviorExecutive Assessment, Executive Coaching & Change Management
    33. 33. What Happened?  Executives often limited to fuzzy “gut” reactions and references to pick coachesExecutive Assessment, Executive Coaching & Change Management
    34. 34. What Happened?  Executives often limited to fuzzy “gut” reactions and references to pick coaches  So odds immediately against consistently and reliably identifying Grade A executive coachesExecutive Assessment, Executive Coaching & Change Management
    35. 35. What Happened?  Executives often limited to fuzzy “gut” reactions and references to pick coaches  So odds immediately against consistently and reliably identifying Grade A executive coaches  Odds actually favor picking a mediocre to poor coach and unfortunately the bottom line impact of excellent vs. mediocre coaching is HUGEExecutive Assessment, Executive Coaching & Change Management
    36. 36. What Happened?  How did we get here?Executive Assessment, Executive Coaching & Change Management
    37. 37. What Happened?  How did we get here? o It‟s not my problem……Executive Assessment, Executive Coaching & Change Management
    38. 38. What Happened?  How did we get here? o It‟s not my problem…… o Is there really a problem?Executive Assessment, Executive Coaching & Change Management
    39. 39. What Happened?  How did we get here? o It‟s not my problem…… o Is there really a problem? o The industry will/should set quality standardsExecutive Assessment, Executive Coaching & Change Management
    40. 40. What Happened?  How did we get here? o It‟s not my problem…… o Is there really a problem? o The industry will/should set quality standards o What can I expect/demand from a coach?Executive Assessment, Executive Coaching & Change Management
    41. 41. What Happened?  How did we get here? o It‟s not my problem…… o Is there really a problem? o The industry will/should set quality standards o What can I expect/demand from a coach? o Can I distinguish top coaches from the rest?Executive Assessment, Executive Coaching & Change Management
    42. 42. What Happened?  How did we get here? o It‟s not my problem…… o Is there really a problem? o The industry will/should set quality standards o What can I expect/demand from a coach? o Can I distinguish top coaches from the rest? o How, practically and reliably, do I do that?Executive Assessment, Executive Coaching & Change Management
    43. 43. So What?  What does this mean for consumers?Executive Assessment, Executive Coaching & Change Management
    44. 44. So What?  What does this mean for consumers? o Confusion: endless marketing messagesExecutive Assessment, Executive Coaching & Change Management
    45. 45. So What?  What does this mean for consumers? o Confusion: endless marketing messages o Risk: how ensure quality service?Executive Assessment, Executive Coaching & Change Management
    46. 46. So What?  What does this mean for consumers? o Confusion: endless marketing messages o Risk: how ensure quality service? o Frustration: tail wagging the dogExecutive Assessment, Executive Coaching & Change Management
    47. 47. So What?  What does this mean for consumers? o Confusion: endless marketing messages o Risk: how ensure quality service? o Frustration: tail wagging the dog o Loss (detected and undetected): $$$, time, energy, talent management resultsExecutive Assessment, Executive Coaching & Change Management
    48. 48. So What?  What does this mean for coaches?Executive Assessment, Executive Coaching & Change Management
    49. 49. So What?  What does this mean for coaches? o Hard to meaningfully differentiate oneselfExecutive Assessment, Executive Coaching & Change Management
    50. 50. So What?  What does this mean for coaches? o Hard to meaningfully differentiate oneself o Tough to help clients set high expectationsExecutive Assessment, Executive Coaching & Change Management
    51. 51. So What?  What does this mean for coaches? o Hard to meaningfully differentiate oneself o Tough to help clients set high expectations o Not clear about how to grow and developExecutive Assessment, Executive Coaching & Change Management
    52. 52. So What?  What does this mean for coaches? o Hard to meaningfully differentiate oneself o Tough to help clients set high expectations o Not clear about how to grow and develop o Ambivalent on how to achieve excellenceExecutive Assessment, Executive Coaching & Change Management
    53. 53. Alternative Solutions  Solution #1Executive Assessment, Executive Coaching & Change Management
    54. 54. Alternative Solutions  Solution #1 o Status quo………..all‟s cool!Executive Assessment, Executive Coaching & Change Management
    55. 55. Alternative Solutions  Solution #1 o Status quo………..all‟s cool!  Solution #2Executive Assessment, Executive Coaching & Change Management
    56. 56. Alternative Solutions  Solution #1 o Status Quo………..all‟s cool  Solution #2 o Wait for „the industry‟ to set/enforce quality, training, etc. standardsExecutive Assessment, Executive Coaching & Change Management
    57. 57. Alternative Solutions  Solution #1 o Status Quo………..all‟s cool  Solution #2 o Wait for „the industry‟ to set/enforce quality, training, etc. standards  Solution #3Executive Assessment, Executive Coaching & Change Management
    58. 58. Alternative Solutions  Solution #1 o Status Quo………..all‟s cool  Solution #2 o Wait for „the industry‟ to set/enforce quality, training, etc. standards  Solution #3 o Equip and support consumers to insist on top quality – driving service providers to „raise the bar‟ to successfully competeExecutive Assessment, Executive Coaching & Change Management
    59. 59. Solution #3Executive Assessment, Executive Coaching & Change Management
    60. 60. Solution #3  Practical, executable, straightforward support for selection/buying decisionsExecutive Assessment, Executive Coaching & Change Management
    61. 61. Solution #3  Practical, executable, straightforward support for selection/buying decisions  2-Step processExecutive Assessment, Executive Coaching & Change Management
    62. 62. Solution #3  Practical, executable, straightforward support for selection/buying decisions  2-Step process  Incorporate intangible factorsExecutive Assessment, Executive Coaching & Change Management
    63. 63. Solution #3  Practical, executable, straightforward support for selection/buying decisions  2-Step process  Incorporate intangible factors  Incorporate tangible factorsExecutive Assessment, Executive Coaching & Change Management
    64. 64. Solution #3  Practical, executable, straightforward support for selection/buying decisions  2-Step process  Incorporate intangible factors  Incorporate tangible factors  Minimize bias for intangible vs. tangibleExecutive Assessment, Executive Coaching & Change Management
    65. 65. Step 1Executive Assessment, Executive Coaching & Change Management
    66. 66. Step 1  Focus on tangible candidate informationExecutive Assessment, Executive Coaching & Change Management
    67. 67. Step 1  Focus on tangible candidate information  Use 3 categories of candidate informationExecutive Assessment, Executive Coaching & Change Management
    68. 68. Step 1  Focus on tangible candidate information  Use 3 categories of candidate information 1. Relevant, applied experienceExecutive Assessment, Executive Coaching & Change Management
    69. 69. Step 1  Focus on tangible candidate information  Use 3 categories of candidate information 1. Relevant, applied experience 2. Formal training and educationExecutive Assessment, Executive Coaching & Change Management
    70. 70. Step 1  Focus on tangible candidate information  Use 3 categories of candidate information 1. Relevant, applied experience 2. Formal training and education 3. Ongoing learning – keeping an edgeExecutive Assessment, Executive Coaching & Change Management
    71. 71. Step 1  Focus on candidate substance and depth in 4 areas of knowledge and skillExecutive Assessment, Executive Coaching & Change Management
    72. 72. Step 1  Focus on candidate substance and depth in 4 areas of knowledge and skill 1. BusinessExecutive Assessment, Executive Coaching & Change Management
    73. 73. 4 Fundamentals…Why?  Why Business?Executive Assessment, Executive Coaching & Change Management
    74. 74. 4 Fundamentals…Why?  Why Business? • Understand client‟s corporate environmentExecutive Assessment, Executive Coaching & Change Management
    75. 75. 4 Fundamentals…Why?  Why Business? • Understand client‟s corporate environment • Grasp management principles, practicesExecutive Assessment, Executive Coaching & Change Management
    76. 76. 4 Fundamentals…Why?  Why Business? • Understand client‟s corporate environment • Grasp management principles, practices • Grasp leadership principles, practicesExecutive Assessment, Executive Coaching & Change Management
    77. 77. 4 Fundamentals…Why?  Why Business? • Understand client‟s corporate environment • Grasp management principles, practices • Grasp leadership principles, practices • See interdependent functions (e.g. marketing, finance)Executive Assessment, Executive Coaching & Change Management
    78. 78. 4 Fundamentals…Why?  Why Business? • Understand client‟s corporate environment • Grasp management principles, practices • Grasp leadership principles, practices • See interdependent functions (e.g. marketing, finance) • Appreciate role of talent managementExecutive Assessment, Executive Coaching & Change Management
    79. 79. 4 Fundamentals…Why?  Why Business? • Understand client‟s corporate environment • Grasp management principles, practices • Grasp leadership principles, practices • See interdependent functions (e.g. marketing, finance) • Appreciate role of talent management • Distinguish public/private business operationsExecutive Assessment, Executive Coaching & Change Management
    80. 80. Step 1  Focus on candidate substance and depth in 4 areas of knowledge and skill 1. BusinessExecutive Assessment, Executive Coaching & Change Management
    81. 81. Step 1  Focus on candidate substance and depth in 4 areas of knowledge and skill 1. Business 2. PsychologyExecutive Assessment, Executive Coaching & Change Management
    82. 82. 4 Fundamentals…Why?  Why Psychology?Executive Assessment, Executive Coaching & Change Management
    83. 83. 4 Fundamentals…Why?  Why Psychology? • Determine how/why capable/complex executives think/behave differentlyExecutive Assessment, Executive Coaching & Change Management
    84. 84. 4 Fundamentals…Why?  Why Psychology? • Determine how/why capable/complex executives think/behave differently • Identify issues affecting performanceExecutive Assessment, Executive Coaching & Change Management
    85. 85. 4 Fundamentals…Why?  Why Psychology? • Determine how/why capable/complex executives think/behave differently • Identify issues affecting performance • Recognize unproductive thinkingExecutive Assessment, Executive Coaching & Change Management
    86. 86. 4 Fundamentals…Why?  Why Psychology? • Determine how/why capable/complex executives think/behave differently • Identify issues affecting performance • Recognize unproductive thinking • See self-limiting personality issuesExecutive Assessment, Executive Coaching & Change Management
    87. 87. 4 Fundamentals…Why?  Why Psychology?Executive Assessment, Executive Coaching & Change Management
    88. 88. 4 Fundamentals…Why?  Why Psychology? o Gauge leadership styles, problem-solving skills, conflict-resolution preferences, etc. using reliable and valid assessmentsExecutive Assessment, Executive Coaching & Change Management
    89. 89. 4 Fundamentals…Why?  Why Psychology? o Gauge leadership styles, problem-solving skills, conflict-resolution preferences, etc. using reliable and valid assessments o Access, apply and generate research on personality, emotion, career development, adult learning, behavior change, etc.Executive Assessment, Executive Coaching & Change Management
    90. 90. Step 1  Focus on candidate substance and depth in 4 areas of knowledge and skill 1. Business 2. PsychologyExecutive Assessment, Executive Coaching & Change Management
    91. 91. Step 1  Focus on candidate substance and depth in 4 areas of knowledge and skill 1. Business 2. Psychology 3. CoachingExecutive Assessment, Executive Coaching & Change Management
    92. 92. 4 Fundamentals…Why?  Why Coaching?Executive Assessment, Executive Coaching & Change Management
    93. 93. 4 Fundamentals…Why?  Why Coaching? • Gain training - credible coaches are expected to have coaching education of courseExecutive Assessment, Executive Coaching & Change Management
    94. 94. 4 Fundamentals…Why?  Why Coaching? • Gain training - credible coaches are expected to have coaching education of course • Understand/apply coaching models/theoriesExecutive Assessment, Executive Coaching & Change Management
    95. 95. 4 Fundamentals…Why?  Why Coaching? • Gain training - credible coaches are expected to have coaching education of course • Understand/apply coaching models/theories • Grasp impact/dynamics of coaching on the client, organization and coachExecutive Assessment, Executive Coaching & Change Management
    96. 96. 4 Fundamentals…Why?  Why Coaching? • Gain training - credible coaches are expected to have coaching education of course • Understand/apply coaching models/theories • Grasp impact/dynamics of coaching on the client, organization and coach • Stay current with developments in the practice of coachingExecutive Assessment, Executive Coaching & Change Management
    97. 97. 4 Fundamentals…Why?  Why Coaching? • Gain training - credible coaches are expected to have coaching education of course • Understand/apply coaching models/theories • Grasp impact/dynamics of coaching on the client, organization and coach • Stay current with developments in the practice of coaching • Distinguish coaching from counseling, etc.Executive Assessment, Executive Coaching & Change Management
    98. 98. Step 1  Focus on candidate substance and depth in 4 areas of knowledge and skill 1. Business 2. Psychology 3. CoachingExecutive Assessment, Executive Coaching & Change Management
    99. 99. Step 1  Focus on candidate substance and depth in 4 areas of knowledge and skill 1. Business 2. Psychology 3. Coaching 4. EthicsExecutive Assessment, Executive Coaching & Change Management
    100. 100. 4 Fundamentals…Why?  Why Ethics?Executive Assessment, Executive Coaching & Change Management
    101. 101. 4 Fundamentals…Why?  Why Ethics? o Clients‟ vulnerabilities, dependenciesExecutive Assessment, Executive Coaching & Change Management
    102. 102. 4 Fundamentals…Why?  Why Ethics? o Clients‟ vulnerabilities, dependencies o Clients‟ limitations in tracking service qualityExecutive Assessment, Executive Coaching & Change Management
    103. 103. 4 Fundamentals…Why?  Why Ethics? o Clients‟ vulnerabilities, dependencies o Clients‟ limitations in tracking service quality o Clients‟ trust that coaches understand and adhere to a strict code of ethicsExecutive Assessment, Executive Coaching & Change Management
    104. 104. 4 Fundamentals…Why?  Why Ethics? o Clients‟ vulnerabilities, dependencies o Clients‟ limitations in tracking service quality o Clients‟ trust that coaches understand and adhere to a strict code of ethics o Clients‟ assume coaches are current in understanding, applying ethical principles (e.g. confidentiality)Executive Assessment, Executive Coaching & Change Management
    105. 105. Step 1  Focus on candidate substance and depth in 4 areas of knowledge and skill 1. Business 2. Psychology 3. Coaching 4. EthicsExecutive Assessment, Executive Coaching & Change Management
    106. 106. Step 1  Focus on candidate substance and depth in 4 areas of knowledge and skill 1. Business 2. Psychology 3. Coaching 4. Ethics Okay? Let‟s proceed………….Executive Assessment, Executive Coaching & Change Management
    107. 107. Step 1  Guided to evaluate and rate the candidateExecutive Assessment, Executive Coaching & Change Management
    108. 108. Step 1  Guided to evaluate and rate the candidate  Candidate scoring range 0-100 pointsExecutive Assessment, Executive Coaching & Change Management
    109. 109. Step 1  Guided to evaluate and rate the candidate  Candidate scoring range 0-100 points  Score range 0-25 points for each of the 4 categories (Business, Psychology, Coaching, Ethics)Executive Assessment, Executive Coaching & Change Management
    110. 110. Step 1  Guided to evaluate and rate the candidate  Candidate scoring range 0-100 points  Score range 0-25 points for each of the 4 categories (Business, Psychology, Coaching, Ethics)  Set minimum score required for candidate to proceed to Step 2Executive Assessment, Executive Coaching & Change Management
    111. 111. Step 1  Guided to evaluate and rate the candidate  Candidate scoring range 0-100 points  Score range 0-25 points for each of the 4 categories (Business, Psychology, Coaching, Ethics)  Set minimum score required for candidate to proceed to Step 2  Examples: A (90-100), B (80-89), etc.Executive Assessment, Executive Coaching & Change Management
    112. 112. Step 2Executive Assessment, Executive Coaching & Change Management
    113. 113. Step 2  For candidates passing Step 1Executive Assessment, Executive Coaching & Change Management
    114. 114. Step 2  For candidates passing Step 1  Focus on intangiblesExecutive Assessment, Executive Coaching & Change Management
    115. 115. Step 2  For candidates passing Step 1  Focus on intangibles  Use your choice of 50+ sample interview questions during interview of 60-90 minutesExecutive Assessment, Executive Coaching & Change Management
    116. 116. Step 2  For candidates passing Step 1  Focus on intangibles  Use your choice of 50+ sample interview questions during interview of 60-90 minutes  Get a reading on the candidate in 5 areas:Executive Assessment, Executive Coaching & Change Management
    117. 117. Step 2  For candidates passing Step 1  Focus on intangibles  Use your choice of 50+ sample interview questions during interview of 60-90 minutes  Get a reading on the candidate in 5 areas: o Problem-solving, intellectExecutive Assessment, Executive Coaching & Change Management
    118. 118. Step 2  For candidates passing Step 1  Focus on intangibles  Use your choice of 50+ sample interview questions during interview of 60-90 minutes  Get a reading on the candidate in 5 areas o Problem-solving, intellect o Emotion, motivationExecutive Assessment, Executive Coaching & Change Management
    119. 119. Step 2  For candidates passing Step 1  Focus on intangibles  Use your choice of 50+ sample interview questions during interview of 60-90 minutes  Get a reading on the candidate in 5 areas o Problem-solving, intellect o Emotion, motivation o Insight, self-awarenessExecutive Assessment, Executive Coaching & Change Management
    120. 120. Step 2  For candidates passing Step 1  Focus on intangibles  Use your choice of 50+ sample interview questions during interview of 60-90 minutes  Get a reading on the candidate in 5 areas o Problem-solving, intellect o Emotion, motivation o Insight, self-awareness o Leadership, management, work stylesExecutive Assessment, Executive Coaching & Change Management
    121. 121. Step 2  For candidates passing Step 1  Focus on intangibles  Use your choice of 50+ sample interview questions during interview of 60-90 minutes  Get a reading on the candidate in 5 areas o Problem-solving, intellect o Emotion, motivation o Insight, self-awareness o Leadership, management, work styles o Interpersonal preferencesExecutive Assessment, Executive Coaching & Change Management
    122. 122. Step 2 (continued)Executive Assessment, Executive Coaching & Change Management
    123. 123. Step 2 (continued)  Reflect on what you learned in this Step and in Step 1Executive Assessment, Executive Coaching & Change Management
    124. 124. Step 2 (continued)  Reflect on what you learned in this Step and in Step 1  Apply what you learned……..make your informed choiceExecutive Assessment, Executive Coaching & Change Management
    125. 125. Payoff and RewardExecutive Assessment, Executive Coaching & Change Management
    126. 126. Payoff and Reward  A substantially more informed, thorough and accurate choice of coachExecutive Assessment, Executive Coaching & Change Management
    127. 127. Payoff and Reward  A substantially more informed, thorough and accurate choice of coach  Choice integrates specific, relevant information about candidate qualifications in Step 1 (tangibles)Executive Assessment, Executive Coaching & Change Management
    128. 128. Payoff and Reward  A substantially more informed, thorough and accurate choice of coach  Choice integrates specific, relevant information about candidate qualifications in Step 1 (tangibles)  Choice integrates systematic, organized impressions of candidate qualities in Step 2 (intangibles)Executive Assessment, Executive Coaching & Change Management
    129. 129. Payoff and Reward  A substantially more informed, thorough and accurate choice of coach  Choice integrates specific, relevant information about candidate qualifications in Step 1 (tangibles)  Choice integrates systematic, organized impressions of candidate qualities in Step 2 (intangibles)  Decreased decision risk, increased ROIExecutive Assessment, Executive Coaching & Change Management
    130. 130. Payoff and Reward  Opportunities to continue learning, sharing best practices with colleagues and further sharpening selection processes so future coaching choices provide even greater valueExecutive Assessment, Executive Coaching & Change Management
    131. 131. Recap: Today‟s Goals  Share ideas on coaching challenges  Overview practical, executable solutions  Stimulate helpful thinking, discussion  Support both consumers and providers  Help executive coaching transition from a „field‟ to, eventually, a professionExecutive Assessment, Executive Coaching & Change Management
    132. 132. A resource… Pinpointing Excellence: The Key to Finding a Quality Executive Coach (Bright Sky Press, 2011) • Goal: practical, straightforward, executable support to • Correctly assess, evaluate and select executive coaches • Chart professional development for executive coaches • Arm consumers to discriminate well between coaches • More info: www.pinpointingexcellence.comExecutive Assessment, Executive Coaching & Change Management
    133. 133. Thanks and continued success +1.832.215.4018 john@quinnreedassociates.com

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