This document provides an overview of executive coaching and its benefits. It discusses the business case for coaching, highlighting quotes about how coaching unlocks potential and improves performance. Coaching is defined as partnering with clients to help them maximize their potential. Common reasons companies offer coaching include developing leaders, facilitating transitions, and addressing derailing behaviors. Research shows coaching leads to better business results and higher returns on investment. Critical success factors include the right coach-coachee match and allowing sufficient time to develop new behaviors. The document concludes by introducing Beacon, an executive coaching firm that focuses on unlocking potential through a strengths-based approach.

1. b e a c o nExecutive Search & Coaching
Business Cases &
Success for
Executive
Coaching

2. b e a c o nExecutive Search & Coaching
Agenda
1. The Business Case for Coaching
2. Critical Success Factors
3. About Us
Copyright 2015 Beacon 2

3. b e a c o nExecutive Search & Coaching
1. Business Cases
for
Coaching
3

4. b e a c o nExecutive Search & Coaching
Quote
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"I never cease to be amazed at the power of the coaching process to
draw out the skills or talent that was previously hidden within an
individual, and which invariably finds a way to solve a problem
previously thought unsolvable."
― John Russell, Managing Director, Harley-Davidson Europe Ltd.
"I absolutely believe that people, unless coached, never reach their
maximum capabilities."
― Bob Nardelli, former CEO, Home Depot

5. b e a c o nExecutive Search & Coaching
Coaching Defined
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The ICF defines coaching as
“partnering with clients in a thought-
provoking and creative process that inspires
them to maximize their personal and
professional potential”
• Coaching helps the client become self-aware and widens their
perspective of the situation at hand so that they can make their own
choices and take actions to get closer to their goals
• Coaching focuses on the now and client’s preparation for a new future; it
does not dwell in the past
• Coaching is helping the client to learn rather than teaching them …
• Coaching creates accountability

6. b e a c o nExecutive Search & Coaching
How Coaching Works …
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• Coach helps Client become self-aware and find
motivation to change behaviors to improve
results
• Coach elicits development by helping client
1. Define and focus on desired Goals
1. Investigate current situation - consider
opportunities and implications
1. Consider list of alternative course of
actions
2. Develop and decide on an action plan

7. b e a c o nExecutive Search & Coaching
Why Offer Coaching ?
Copyright 2015 Beacon 7
Source : Building a coaching culture by ICF and HCI 2014
What are the reasons companies decide to offer coaching :

8. b e a c o nExecutive Search & Coaching
Quote
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"Once used to bolster troubled staffers, coaching now is part of the
standard leadership development training for elite executives and
talented up-and-comers at IBM, Motorola, J.P. Morgan, Chase, and
Hewlett Packard. These companies are discreetly giving their best
prospects what star athletes have long had: a trusted adviser to help
reach their goals."
― CNN.com
“In a 2004 survey by Right Management consultants, 86 percent of
companies said they used coaching to sharpen skills of individuals who
have been identified as future organizational leaders.” - Excerpt from
“What An Executive Coach Can Do For You”
– Harvard Business School.

9. b e a c o nExecutive Search & Coaching
Areas for CEO Coaching
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10. b e a c o nExecutive Search & Coaching
Who is being coached and for What
reason ?
Source : Building a coaching culture by ICF and HCI 2014
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11. b e a c o nExecutive Search & Coaching
Coaching Leads to Better Results
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“Frequently coached seniors had 21 percent higher
business results than their counterparts”
“Organizations that invest in coaching were 130
percent more likely to state they have strong
business results and 33 percent more effective
at engaging employees.”
Source : High-Impact Performance Management: Maximizing Performance
Coaching, Bersin & Associates / Stacia Sherman Garr, November 2011

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12
Focus is on the Individual, Outcomes are
Organisational
Significant
improvements
to productivity
Source : International Coaching Federation Global Coaching client study, 2009
and personal
effectiveness

13. b e a c o nExecutive Search & Coaching
Coaching Results
Source : Building a coaching culture by ICF and HCI 2014
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14. b e a c o nExecutive Search & Coaching
Coaching ROI
14
Source : International Coaching Federation Global Coaching client study, 2009
86% of companies say they at least
made their investment back.
96% would repeat the
process
99% of all companies were satisfied
with their coaching experience

15. b e a c o nExecutive Search & Coaching
Quote
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"Employees at Nortel Networks estimate that coaching earned the company a 529 percent
return on investment and significant intangible benefits to the business, according to
calculations prepared by Merrill C. Anderson, a professor of clinical education at Drake
University."
― Psychology Today
"Corporations believe that coaching helps keep employees and that the dollar investment in
it is far less than the cost of replacing an employee.
― David A. Thomas Fitzhugh, professor of Business Administration"
― Harvard Business School
"Employers are shocked at how high their ROI numbers are for coaching. He recalls a large
employer in the hospitality industry saved between $30 million and $60 million by coaching
its top 200 executives."
― Accenture, Alastair Robertson, Manager of worldwide leadership development

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2. Critical Success
Factors
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17. b e a c o nExecutive Search & Coaching
1. The Matching Process
• Coach has a experience in engaging senior leaders
• Coach has a strong track record in running a business,
organisational development or leadership development
• Coach’s chemistry with coachee
• Client readiness & Motivation
2. Time to develop new behaviors
• Allow at least 6 months to develop new behaviors
• Based on the HBR study, length of coaching
engagements are typically between 7-12 months (45%)
or 3-6 months (27%)
3. Measure, Measure, Measure
• Assess progress/achievement vs. up-front objectives
• Solicit feedback from manager/peers
Sources:
1. DBM research study in partnership with the Human Capital Institute on trends and emerging best practices in Executive Coaching
2. The Realities of Executive Coaching, HBR Research Report, January 2009
Critical Success Factors
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18. b e a c o nExecutive Search & Coaching
Ingredients to Success
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19. b e a c o nExecutive Search & Coaching
When Behavioral Coaching does
not work
1. Lack of commitment to change
2. Wrong background
• Wrong job fit
• Lack of know-how or skills
• Lack of IQ for the job
3. Written off
• Last chance or-else scenario
4. Wrong mission
• Expecting direction
5. Ethical issues
• Lying, cheating, dishonesty, etc
Source : Marshall Goldsmith
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Executive Coaching Trends
• 78% of enterprise executives view executive coaching as
credible and valuable
• Organizations on the whole plan to increase their use of
coaching in order to:
• Groom high-potential employees (62%)
• Help capable executives achieve higher levels of
performance (58%)
• Enhance the effectiveness of leadership teams (48%)
• Provide on-demand coaching for short-term, targeted
situations (44%)
Sources :
Trends in Executive Coaching: New Research Reveals Emerging Best Practices.
DBM and the Human Capital Institute (HCI), 2008

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21
Executive Coaching Trends
• Top 3 reasons coaches are engaged
• Develop high-potentials or facilitate a transition (48%)
• Act as sounding board (26%)
• Address a “derailing” behavior (12%)
• Length of coaching engagements
• 7-12 months: (45%)
• 3-6 months: (27%)
The Realities of Executive Coaching, HBR Research Report, January 2009

22. b e a c o nExecutive Search & Coaching
3. About us
22

23. b e a c o nExecutive Search & Coaching
Beacon is a boutique coaching & consultancy firm
specializing in Leadership Development and
Organisational Change
Moving from Potential to Performance
…
We are passionate about unlocking the
potential of individuals, teams and
organisations and co-creating authentic
leaders and teams focused on
exceptional organizational performance,
and with a heart for the community.
23
About Us
Copyright 2015 Beacon

24. b e a c o nExecutive Search & Coaching
Our Philosophy
• We believe that each person has extraordinary
capabilities
• We are passionate about bringing positive change
to individuals, their teams and the
organisation
• We begin professional development from a place
of strength. People who focus on strengths are
more engaged, happier, more productive and thus
deliver better results
• A strengths-based approach provides for an
individualized coaching approach and introduces a
positive language and culture for sustained
organisational growth.
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25. b e a c o nExecutive Search & Coaching
Our Core Values
Integrity
Courage
Mutual
Respect
Compassio
n
Fun &
Curiosity
Integrity
Our focus is simply to be in service of our clients through
honest, curious and non-judgemental conversations
Courage
We inspire courage by being straightforward in sharing
observations, and making challenging requests for actions.
Mutual Respect
Our relationships are founded upon mutual respect and
trust. We respectfully create “safe spaces” for our clients to
explore their challenges freely, whilst respecting their
agenda and strictly upholding confidentiality
Compassion
We operate from a genuine intent to do good for others and
the community
Fun and Curiosity
We advocate fun and curiosity, encouraging our clients to
experiment, reflect, gain insights and learn in a light-hearted
way.
Copyright 2015 Beacon 25

26. b e a c o nExecutive Search & Coaching
We Work With People who …
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Lead
Identified
as Emerging
Leaders
Want to be
the Best of
Themselves
Struggle
with
Behavioural
Challenges
Undergoing
Change
Manage
Complex
Environments
Stepping
into New
Roles
Want to
Work Better
as Teams

27. b e a c o nExecutive Search & Coaching
Our Core Expertise
- Executive Coaching
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28. b e a c o nExecutive Search & Coaching
28
Selection of Clients Served
by Our Coaches
Copyright 2015 Beacon

29. b e a c o nExecutive Search & Coaching
Questions ?
Copyright 2015 Beacon 29

30. b e a c o nExecutive Search & Coaching
Please contact us at
Beacon
Email: sam@beacon-search.com
Mobile: +65 97360223
Address : 31st floor, Suntec tower 2,
9 Temasek Boulevard,
Singapore 038989
Thank You