The document discusses executive coaching and leadership solutions provided by Fernando J. Vinagre, BCBA. It defines executive coaching as a process that builds a leader's capabilities to achieve short- and long-term organizational goals through a partnership between the coach, executive, and organization. The coaching focuses on developing strategic thinking and leadership skills like influence and motivation. A brief history outlines how executive coaching has evolved from senior leaders mentoring successors internally to using external coaches to help executives address skills building, performance improvement, future assignment preparation, and defining business objectives.

1. Discover the power
of Applied Behavioral Analysis
Executive Coaching & Leadership Solutions
Fernando J. Vinagre, BCBA
www.bxchangesolutions.com
321-720-6411

2. 2
What is Executive Coaching?
• Defined as the development process that builds a leader’s capability
to achieve short- and long-term organizational goals.
• Executive Coaching is most successful as a three-way partnership
among coach, executive, and the executive’s organization.
• Each partner has an obligation and responsibility to contribute to
the success of the coaching process.
• Although the primary work is between executive and coach,
coaching is always an organizational intervention and, as such,
should be conducted within the context of the organization’s goals
and objectives.
– The Executive Coaching Handbook, TECF, 2012

3. 3
Leadership Development Process
• Executive coaching focuses on developing the
executive’s ability to influence, motivate, and
lead others.
• Rather than relying on tactical problem solving
or basic skill acquisition, executive coaching
develops strategic thinking skills.
• This process may involve unlearning past
behaviors or patterns as well as
learning/developing new ones.
– The Executive Coaching Handbook, TECF, 2012

4. 4
Brief History
• Some form of Executive Coaching has always occurred within
organizations. Traditionally, experienced senior leaders were expected to
“bring along” their successors by advising, mentoring, and developing
more junior executives and managers. This was an implicit part of the role
of senior leadership.
• Over time, business changed in (2) important ways that decreased this
internal coaching expectation:
1. Executive life has become faster paced and less personal in response
to global and technological changes;
2. The relationship between organizations and employees changed after
the introduction of downsizing as a business tool during the 1980s.
After all, how much time should a time-stressed executive spend
developing employees if they are unlikely to stay with the
organization long enough to show a return on the investment?

5. 5
Today’s Executive Coach
• The same business changes (increased globalization,
technology, speed, and complexity) that reduced the
ability of leaders inside the organization to provide
coaching, simultaneously increased employees’ need for
external coaching.
• Employees, as a result of having to face this rapidly
changing and more complex work environment, are now
constantly looking for ways to meet the challenges and
develop the pertinent skills more rapidly:
• Enter the Workplace / Executive Coach

6. 6
What Needs do Executive Coaches Address?
(R. Witherspoon and R. White, Four Essential Ways that Coaching Can Help Executives, Center
for Creative Leadership, 1997.)
• Skill Building:
– Skill building goals are areas of new learning that address
address a task, project or accountability that the executive
executive faces in the current job.
– They can include basic ideas, strategies, methods,
behaviors, and attitudes.
– The work is relatively short-term, ending as soon as the
the skill-based learning goals have been achieved to the
the satisfaction of the executive, the organization and the
the coach.
• Examples might include coaching in presentation skills, delegation
delegation skills, performance review management, etc.

7. 7
What Needs do Executive Coaches Address?
• Performance Improvement:
– Performance improvement goals address learning on the
the broader aspects of the present job, not just a particular
particular project or task.
– This category can include coaching for an executive who
who is “at risk” for being terminated or demoted if the
goals are not met.
• Examples might include increasing collaborative behavior with
with peers, reducing abrasive behaviors, or meeting key job
accountabilities or sales quotas.

8. 8
What Needs do Executive Coaches Address?
• Development for Future Assignments (aka:
Succession Planning/Training):
– Development for future assignments includes coaching to
coaching to prepare an executive for a future job move
and is often part of succession planning in the
organization.
– It may involve preparation for overseas work, for a larger
larger scope of responsibility, for work in highly political
political arenas, etc.
– Organizations typically invest in this form of coaching
only for those employees deemed to have “high potential”
potential” for future success in the organization.

9. 9
What Needs do Executive Coaches Address?
• Definition & Implementation of the Executive’s leadership
and the Organizations Business Objectives:
– The most amorphous form of coaching involves the
definition and implementation of the executive’s
leadership and the organization’s business objectives.
– Because these objectives are often very general, abstract,
abstract, and evolving within the business context, this is
this is learning in the broadest sense.
– The coach often serves as a mirror or sounding board over
over an ongoing period of time, providing feedback,
perspective, insight, and networking as well as coaching.

10. STUDY REFLECTING AVERAGE ORGANIZATIONAL GOALS 10

11. STUDY REFLECTING AVERAGE ORGANIZATIONAL GOALS 11

12. Varieties of Coaching Services 12
Succession Planning:
High Projections or
Developmental Coaching
New Leader/On-Boarding:
Accelerate new leaders
Assimilation and effectiveness
Targeted Behavioral Coaching:
Change specific habits/behavior
Patterns to increase effectiveness
of working and interacting with
Others.
Performance Coaching:
Identify needed
Competencies, Gaps in
Current Performance, and
Opportunities to Improve
What Bx Change Solutions can do for your
Organization

13. Discover the Power
of Applied Behavioral Analysis
www.bxchangesolutions.com
321-720-6411
Call for an appointment