1. Executive Coaching:
High Time for a Quality Check
October 1, 2012
The Industrial and Organizational Psychology Center
The University of Texas at Arlington

2. Goals
Executive Assessment, Executive Coaching & Change Management

3. Goals
 Share ideas on coaching challenges
Executive Assessment, Executive Coaching & Change Management

4. Goals
 Share ideas on coaching challenges
 Overview practical, executable solutions
Executive Assessment, Executive Coaching & Change Management

5. Goals
 Share ideas on coaching challenges
 Overview practical, executable solutions
 Stimulate helpful thinking, discussion
Executive Assessment, Executive Coaching & Change Management

6. Goals
 Share ideas on coaching challenges
 Overview practical, executable solutions
 Stimulate helpful thinking, discussion
 Support both consumers and providers
Executive Assessment, Executive Coaching & Change Management

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 profession
Executive Assessment, Executive Coaching & Change Management

8. Checking In….Executive Coaching
 What is it exactly?
Executive Assessment, Executive Coaching & Change Management

9. Checking In….Executive Coaching
 What is it exactly? Dozens of definitions
Executive Assessment, Executive Coaching & Change Management

10. Checking In….Executive Coaching
 What is it exactly? Dozens of definitions
 How long has it existed?
Executive Assessment, Executive Coaching & Change Management

11. Checking In….Executive Coaching
 What is it exactly? Dozens of definitions
 How long has it existed? 30+ years
Executive Assessment, Executive Coaching & Change Management

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. 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
Executive Assessment, Executive Coaching & Change Management

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. 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
Executive Assessment, Executive Coaching & Change Management

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. 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
Executive Assessment, Executive Coaching & Change Management

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. 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
Executive Assessment, Executive Coaching & Change Management

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. 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? Thoroughly
Executive Assessment, Executive Coaching & Change Management

22. Checking In….Executive Coaching
 Why use executive coaching?
Executive Assessment, Executive Coaching & Change Management

23. Checking In….Executive Coaching
 Why use executive coaching?
o Grow „high potentials‟
Executive Assessment, Executive Coaching & Change Management

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. Checking In….Executive Coaching
 Why use executive coaching?
o Grow „high potentials‟
o Leadership development (e.g. teams)
o Onboarding key employees
Executive Assessment, Executive Coaching & Change Management

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, coordination
Executive Assessment, Executive Coaching & Change Management

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. Checking In….Executive Coaching
 Why NOT use executive coaching?
Executive Assessment, Executive Coaching & Change Management

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. 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
Executive Assessment, Executive Coaching & Change Management

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 sessions
Executive Assessment, Executive Coaching & Change Management

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 behavior
Executive Assessment, Executive Coaching & Change Management

33. What Happened?
 Executives often limited to fuzzy “gut” reactions
and references to pick coaches
Executive Assessment, Executive Coaching & Change Management

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 coaches
Executive Assessment, Executive Coaching & Change Management

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 HUGE
Executive Assessment, Executive Coaching & Change Management

36. What Happened?
 How did we get here?
Executive Assessment, Executive Coaching & Change Management

37. What Happened?
 How did we get here?
o It‟s not my problem……
Executive Assessment, Executive Coaching & Change Management

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. 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
Executive Assessment, Executive Coaching & Change Management

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. 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. 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. So What?
 What does this mean for consumers?
Executive Assessment, Executive Coaching & Change Management

44. So What?
 What does this mean for consumers?
o Confusion: endless marketing messages
Executive Assessment, Executive Coaching & Change Management

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. 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
Executive Assessment, Executive Coaching & Change Management

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 results
Executive Assessment, Executive Coaching & Change Management

48. So What?
 What does this mean for coaches?
Executive Assessment, Executive Coaching & Change Management

49. So What?
 What does this mean for coaches?
o Hard to meaningfully differentiate oneself
Executive Assessment, Executive Coaching & Change Management

50. So What?
 What does this mean for coaches?
o Hard to meaningfully differentiate oneself
o Tough to help clients set high expectations
Executive Assessment, Executive Coaching & Change Management

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 develop
Executive Assessment, Executive Coaching & Change Management

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 excellence
Executive Assessment, Executive Coaching & Change Management

53. Alternative Solutions
 Solution #1
Executive Assessment, Executive Coaching & Change Management

54. Alternative Solutions
 Solution #1
o Status quo………..all‟s cool!
Executive Assessment, Executive Coaching & Change Management

55. Alternative Solutions
 Solution #1
o Status quo………..all‟s cool!
 Solution #2
Executive Assessment, Executive Coaching & Change Management

56. Alternative Solutions
 Solution #1
o Status Quo………..all‟s cool
 Solution #2
o Wait for „the industry‟ to set/enforce
quality, training, etc. standards
Executive Assessment, Executive Coaching & Change Management

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 #3
Executive Assessment, Executive Coaching & Change Management

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 compete
Executive Assessment, Executive Coaching & Change Management

59. Solution #3
Executive Assessment, Executive Coaching & Change Management

60. Solution #3
 Practical, executable, straightforward
support for selection/buying decisions
Executive Assessment, Executive Coaching & Change Management

61. Solution #3
 Practical, executable, straightforward
support for selection/buying decisions
 2-Step process
Executive Assessment, Executive Coaching & Change Management

62. Solution #3
 Practical, executable, straightforward
support for selection/buying decisions
 2-Step process
 Incorporate intangible factors
Executive Assessment, Executive Coaching & Change Management

63. Solution #3
 Practical, executable, straightforward
support for selection/buying decisions
 2-Step process
 Incorporate intangible factors
 Incorporate tangible factors
Executive Assessment, Executive Coaching & Change Management

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. tangible
Executive Assessment, Executive Coaching & Change Management

65. Step 1
Executive Assessment, Executive Coaching & Change Management

66. Step 1
 Focus on tangible candidate information
Executive Assessment, Executive Coaching & Change Management

67. Step 1
 Focus on tangible candidate information
 Use 3 categories of candidate information
Executive Assessment, Executive Coaching & Change Management

68. Step 1
 Focus on tangible candidate information
 Use 3 categories of candidate information
1. Relevant, applied experience
Executive Assessment, Executive Coaching & Change Management

69. Step 1
 Focus on tangible candidate information
 Use 3 categories of candidate information
1. Relevant, applied experience
2. Formal training and education
Executive Assessment, Executive Coaching & Change Management

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 edge
Executive Assessment, Executive Coaching & Change Management

71. Step 1
 Focus on candidate substance and depth
in 4 areas of knowledge and skill
Executive Assessment, Executive Coaching & Change Management

72. Step 1
 Focus on candidate substance and depth
in 4 areas of knowledge and skill
1. Business
Executive Assessment, Executive Coaching & Change Management

73. 4 Fundamentals…Why?
 Why Business?
Executive Assessment, Executive Coaching & Change Management

74. 4 Fundamentals…Why?
 Why Business?
• Understand client‟s corporate environment
Executive Assessment, Executive Coaching & Change Management

75. 4 Fundamentals…Why?
 Why Business?
• Understand client‟s corporate environment
• Grasp management principles, practices
Executive Assessment, Executive Coaching & Change Management

76. 4 Fundamentals…Why?
 Why Business?
• Understand client‟s corporate environment
• Grasp management principles, practices
• Grasp leadership principles, practices
Executive Assessment, Executive Coaching & Change Management

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. 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
Executive Assessment, Executive Coaching & Change Management

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
operations
Executive Assessment, Executive Coaching & Change Management

80. Step 1
 Focus on candidate substance and depth
in 4 areas of knowledge and skill
1. Business
Executive Assessment, Executive Coaching & Change Management

81. Step 1
 Focus on candidate substance and depth
in 4 areas of knowledge and skill
1. Business
2. Psychology
Executive Assessment, Executive Coaching & Change Management

82. 4 Fundamentals…Why?
 Why Psychology?
Executive Assessment, Executive Coaching & Change Management

83. 4 Fundamentals…Why?
 Why Psychology?
• Determine how/why capable/complex
executives think/behave differently
Executive Assessment, Executive Coaching & Change Management

84. 4 Fundamentals…Why?
 Why Psychology?
• Determine how/why capable/complex
executives think/behave differently
• Identify issues affecting performance
Executive Assessment, Executive Coaching & Change Management

85. 4 Fundamentals…Why?
 Why Psychology?
• Determine how/why capable/complex
executives think/behave differently
• Identify issues affecting performance
• Recognize unproductive thinking
Executive Assessment, Executive Coaching & Change Management

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 issues
Executive Assessment, Executive Coaching & Change Management

87. 4 Fundamentals…Why?
 Why Psychology?
Executive Assessment, Executive Coaching & Change Management

88. 4 Fundamentals…Why?
 Why Psychology?
o Gauge leadership styles, problem-solving
skills, conflict-resolution preferences, etc.
using reliable and valid assessments
Executive Assessment, Executive Coaching & Change Management

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. Step 1
 Focus on candidate substance and depth
in 4 areas of knowledge and skill
1. Business
2. Psychology
Executive Assessment, Executive Coaching & Change Management

91. Step 1
 Focus on candidate substance and depth
in 4 areas of knowledge and skill
1. Business
2. Psychology
3. Coaching
Executive Assessment, Executive Coaching & Change Management

92. 4 Fundamentals…Why?
 Why Coaching?
Executive Assessment, Executive Coaching & Change Management

93. 4 Fundamentals…Why?
 Why Coaching?
• Gain training - credible coaches are expected
to have coaching education of course
Executive Assessment, Executive Coaching & Change Management

94. 4 Fundamentals…Why?
 Why Coaching?
• Gain training - credible coaches are expected
to have coaching education of course
• Understand/apply coaching models/theories
Executive Assessment, Executive Coaching & Change Management

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 coach
Executive Assessment, Executive Coaching & Change Management

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 coaching
Executive Assessment, Executive Coaching & Change Management

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. Step 1
 Focus on candidate substance and depth
in 4 areas of knowledge and skill
1. Business
2. Psychology
3. Coaching
Executive Assessment, Executive Coaching & Change Management

99. Step 1
 Focus on candidate substance and depth
in 4 areas of knowledge and skill
1. Business
2. Psychology
3. Coaching
4. Ethics
Executive Assessment, Executive Coaching & Change Management

100. 4 Fundamentals…Why?
 Why Ethics?
Executive Assessment, Executive Coaching & Change Management

101. 4 Fundamentals…Why?
 Why Ethics?
o Clients‟ vulnerabilities, dependencies
Executive Assessment, Executive Coaching & Change Management

102. 4 Fundamentals…Why?
 Why Ethics?
o Clients‟ vulnerabilities, dependencies
o Clients‟ limitations in tracking service quality
Executive Assessment, Executive Coaching & Change Management

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 ethics
Executive Assessment, Executive Coaching & Change Management

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. Step 1
 Focus on candidate substance and depth
in 4 areas of knowledge and skill
1. Business
2. Psychology
3. Coaching
4. Ethics
Executive Assessment, Executive Coaching & Change Management

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. Step 1
 Guided to evaluate and rate the candidate
Executive Assessment, Executive Coaching & Change Management

108. Step 1
 Guided to evaluate and rate the candidate
 Candidate scoring range 0-100 points
Executive Assessment, Executive Coaching & Change Management

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. 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
Executive Assessment, Executive Coaching & Change Management

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. Step 2
Executive Assessment, Executive Coaching & Change Management

113. Step 2
 For candidates passing Step 1
Executive Assessment, Executive Coaching & Change Management

114. Step 2
 For candidates passing Step 1
 Focus on intangibles
Executive Assessment, Executive Coaching & Change Management

115. Step 2
 For candidates passing Step 1
 Focus on intangibles
 Use your choice of 50+ sample interview
questions during interview of 60-90 minutes
Executive Assessment, Executive Coaching & Change Management

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. 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
Executive Assessment, Executive Coaching & Change Management

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, motivation
Executive Assessment, Executive Coaching & Change Management

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-awareness
Executive Assessment, Executive Coaching & Change Management

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 styles
Executive Assessment, Executive Coaching & Change Management

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 preferences
Executive Assessment, Executive Coaching & Change Management

122. Step 2 (continued)
Executive Assessment, Executive Coaching & Change Management

123. Step 2 (continued)
 Reflect on what you learned in this Step
and in Step 1
Executive Assessment, Executive Coaching & Change Management

124. Step 2 (continued)
 Reflect on what you learned in this Step
and in Step 1
 Apply what you learned……..make your
informed choice
Executive Assessment, Executive Coaching & Change Management

125. Payoff and Reward
Executive Assessment, Executive Coaching & Change Management

126. Payoff and Reward
 A substantially more informed, thorough
and accurate choice of coach
Executive Assessment, Executive Coaching & Change Management

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. 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. 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 ROI
Executive Assessment, Executive Coaching & Change Management

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 value
Executive Assessment, Executive Coaching & Change Management

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 profession
Executive Assessment, Executive Coaching & Change Management

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
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Executive Assessment, Executive Coaching & Change Management

133. Thanks and continued success
+1.832.215.4018
john@quinnreedassociates.com