LRI's leadership coaching focuses on enhancing the effectiveness of executives, managers, and leaders through personalized and developmental processes that challenge and support individuals. It addresses the needs of emerging, developing, and strategic leaders, aiming to improve performance, retention, and alignment with organizational objectives. The coaching emphasizes personal and professional transformation, self-awareness, and achieving specific business goals.

1. Leadership Coaching Overview
www.LeadingResources.com

2. Overview
LRI‟s leadership coaches work with executives,
managers, professionals and leaders at all levels to
help them to be as effective and successful as
possible. The following slide presentation provides
an overview of why hundreds of managers and
leaders have chosen LRI to be their guide in their
professional development process.

3. What is Leadership Coaching?
 A personalized developmental process
 Designed to enhance an individual‟s success
 To achieve his/her business objectives

4. The Operative Words…
 “Personalized” - An individual activity
 “Developmental” - A learning focus
 “Process” - Takes time, usually behavioral change
 “Enhance Success” - Focused on performance
 “Business Objectives” - Grounded in business needs

5. Coaching Is About…
 Challenging and supporting people – providing an experienced
coach who knows how to both support and challenge managers
and leaders to get to the next level
 Helping people to transform themselves - impacting people‟s
visions, values, and helping them to reshape their way of being,
thinking, and acting
 Expanding people‟s capacity to take action
 Helping people to become unstuck
 Expanding possibilities…through learning

6. Learning…
 Level I: Incremental Improvement - new skills,
practices, doing things better
 Level II: Re-shaping Patterns of Thinking - revise
frame of reference, how one sees the world, change
assumptions about the way things work
 Level III: Transforming Who We Are – shifting
people‟s views of themselves

7. Coaching Is Used To…
 Assure success in new assignments
 Develop highly effective managers
 Grow high potential leaders
 Enable cultural change
 Address performance issues
 Accelerate leader assimilation
 Assure organizational alignment

8. Effective Coaching Helps People…
 Clarify behaviors that impede job effectiveness
 Identify strengths and development needs
 Become more open to constructive feedback and
develop self-awareness
 Identify and execute improvement strategies

9. Effective Coaching Helps Companies…
 Improve bottom-line results
 Improve retention of valued managers and leaders
 Improve morale
 Increase productivity of valued resources
 Reduce turnover
 Achieve specific organizational business
objectives, e.g., cultural transformation, strategy
change, reorganization

10. Where Coaching Is Most Effective

11. Leadership Coaching Definitions
Emerging Leader – High-potential individuals who may be new to
management or leadership roles, are being groomed for higher-
profile positions, or have been identified as “leaders of the future.”
Developing Leader – People who are currently in management and
leadership roles and need to need to enhance their effectiveness;
individuals who have changed their role and need to develop
additional competencies.
Strategic Leader – Senior executives who are responsible for
creating the organization‟s mission, vision, and strategic direction.

12. Leadership Coaching Challenges
Emerging Leader – Moving from „technical, individual contributor‟ to
an effective manager-leader, building formal and informal networks,
managing day-to-day while considering the future.
Developing Leader – Managing through values, focusing power and
influence, creating greater company-wide exposure, leading by
example, leveraging personal insight, creating alignment behind
strategies.
Strategic Leader – Obtaining and sustaining business results;
dealing with isolation, inadequate feedback and work life balance;
managing succession planning.

13. Leadership Coaching Challenges
Emerging Leader – Moving from „technical, individual contributor‟ to
an effective manager-leader, building formal and informal networks,
managing day-to-day while considering the future.
Developing Leader – Managing through values, focusing power and
influence, creating greater company-wide exposure, leading by
example, leveraging personal insight, creating alignment behind
strategies.
Strategic Leader – Obtaining and sustaining business results;
dealing with isolation, inadequate feedback and work life balance;
managing succession planning.

14. For Whom Coaching Is Most Effective
Emerging Leaders
• High potentials
• New to leadership role
• Leader of the future
Developing Leaders
• Change in leadership role (either in scope or responsibility)
• Enhance / improve leadership effectiveness
Strategic Leaders
• Senior leader / executive level
• Vision / direction / strategy
• Executive team – decision-making / coordination

15. Emerging Leaders
THE EXPECTED OUTCOMES
• They are ready
• They reach developmental goals
• They are successful
• They stay and are motivated
• They have long-term career plans
THE COACHING CONVERSATION
• Exposure to concepts
• Self understanding
• How the world works – accelerated
levels of personal/professional savvy
• Self and social awareness – EI
(Emotional Intelligence)
• Interpersonal / leadership skills
• Problem-solving

16. Developing Leaders
THE EXPECTED OUTCOMES
• Improved team or business unit
performance
• Reaching identified goals
• Improved leadership performance
• Retention
• Improve effectiveness in managing
• Address presenting performance or
developmental needs
THE COACHING CONVERSATION
• Self-understanding of management &
interpersonal style
• Factors that lead to success versus
current reality
• Interpersonal & management skills
• Organizational dynamics
• Managing their boss & others
• Current role & challenges

17. Strategic Leaders
THE EXPECTED OUTCOMES
• Reaching business goals - $$$
• Improved executive team performance
• Improved stakeholder relations (external
and internal)
• Shifts in leadership style that positively
impact organizational culture and
alignment
• Creation of broader strategic approach
to business
THE COACHING CONVERSATION
• More in-depth assessment, possibly
shadowing
• Broader scope of conversation – more
strategic, involving broader range of
stakeholders
• Broader organizational issues
• Skills in confrontation
• In-depth conversation about individuals
• Personal matters
• At times, role of confidant rather than
coach

18. For further details about LRI leadership
coaching, contact us online or speak
directly to a consultant by dialing (916) 325-
1190. You will receive a prompt, personal
response from one of our consultants.
www.LeadingResources.com