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Executive Coaching


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The term coaching can mean different things in different contexts. In this meeting, we’ll discuss coaching as a development tool whereby a coach helps a leader move from their current state to a desired state. In this context, coaching follows a different model than training, mentoring, or giving feedback.

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Executive Coaching

  1. 1. OD Network of WNY Buffalo, NY M a r c h 1 3 , 2 0 1 4 Executive Coaching and Change
  2. 2. Executive Coaching Defined  P2. …”dynamic and flexible, iterative process for change that moves leaders from their current state to a desired state.”  Iterative Process  Gap Analysis  Closing the Gap
  3. 3. What Executive Coaching is Not  Consulting  Therapy  Mentoring  Training
  4. 4. Ask Probing Questions Masterful CoachingMasterful Coaching ©© 20072007 “Sorry sir, but I just have one more question” -Detective Columbo Get Rid of the Taxi M feeling that you have to add value in the fi five minutes A coach Has a Certain Way of Being …. Engaging and inquiring until you arrive at the momen true insight Coaches engage and inquire until they arrive at the moment of true insight.
  5. 5. Coaching Process Actual Desired Performance Feedback Create Tension Gap
  6. 6. Coaching Process Assessments Reflective Insights Coachee Experience Coaching Sessions Balance Sheet Assets and Liabilities
  7. 7. Leadership Coaching Model Summary  Attributes of Effective Coaching  Create Constructive Tension  Focus on Strengths, Not Weaknesses  Ask Probing Questions  Transfer “Heavy Lifting” to Coachee  When Stuck, Reframe
  8. 8. Coachee Development  Personal Awareness  Assessments  Reflective Insight  Leveraging Assets  Managing Liabilities  Emotional Intelligence (EQ)  Reflective Learning
  9. 9. Coach Attributes  Investigative questioning  High EQ  Intuitive  Mindfulness – Focus on Coachee  Engaging Coachee in Problem Solving  Reframing  Identify Gaps  Business Acumen
  10. 10. Change Methodologies  Reflective Insights  Leveraging Strengths  Reframing  Partnering
  11. 11. Shift in Coaching Paradigm Achievement Immediate Weakness Instruct/Tell Ignore Past Development Long Term Strength Question/Probe Engage Past/Reflection
  12. 12. Coaching Case Study  Executive Balance Sheet  Leads a company of 300-500 employees  $50-100 Million in sales  Printing and distribution industry  Leadership Assets  Strategic, Sincere, Trusted, Visionary, Planning, Functional Expertise  Leadership Liabilities  Introverted, Soft Spoken, Slow at Making Changes, Does Not Project Traditional Leadership Qualities  Leadership Challenge  Transforming leadership group from low morale, excuse oriented, laid back culture to a cohesive, proactive, high performing team  How would you coach this Executive?
  13. 13. Coaching Resource