"Organizations don’t change. People change. Changed people change organizations!"
The goal of one-on-one executive coaching is to seek out and encourage concrete and sustainable behavior change that will benefit the organization, as well as the individuals participating.
EXECUTIVE COACHING
The Executive Coaching Process
There are three phases of the coaching process at C3:
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Discovery and Design (Client background, assessments, goal clarity)
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Executive Coaching/Leader and Business Development (Coaching sessions/calls at specified intervals with action orientation, client discovers their strengths and use them to help increase their effectiveness as a business leader and achieve business results)
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Measurement/Continuous Assessment (Measure progress against goals agreed to at commencement of coaching engagement, interval evaluations determine next steps and coaching duration)
Duration of Executive Coaching varies by client but is likely to be no less than 6 months, allowing for traction and performance improvement.
Whether your organization is a global enterprise or a local start up, investing in business and employee growth and development through executive, leadership and business coaching and leadership development is the key to delivering a significant return on investment.
This type of coaching often involves an entire organization, leadership team, cross-functional team or department. The goal is to coach the “team” as a system towards desired and planned business outcomes.
BUSINESS / LEADERSHIP / TEAM COACHING
The Business / Leadership / Team Coaching Process
The team coaching process is similar to executive coaching except that it involves all members of the team and is more expansive and robust.
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Discovery and Design (Discovery involves one-to-one interviews with all team members and other key stakeholders, team diagnostic(s), individual assessments and agreement upon goals of the team coaching engagement)
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Facilitated Debrief of Assessments and Building Team Skills (This offsite, experiential learning workshop focuses on the presentation and analysis of the team diagnostic(s), exposing the team to how they see themselves and the challenges they would like to overcome, report results gives team clear direction for change, clarifies specific business outcomes that the team is 100% committed to achieve)
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Business / Leadership / Team Coaching Process and Team Development (This phase typically involves one half to a full day session each month with all team members present and contributing, is particularly effective when a company/team is preparing to execute upon a newly developed business plan, involves developing individuals and the team as a whole, goal focused, results oriented with strong accountability)
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Report Measured Progress (Measurement of the team coaching process considers the following: goal clarity for individuals and team, willingness and ability to collaborate and have each others back, process discipline around innovation, brainstorming, and problem solving that is efficient and effective, and attainment of business outcomes/goals)
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Re-Assess and Next Steps (Conduct meetings between C3 and leadership to review progress, re-deploy team diagnostic(s) and measure pre-post improvements, adjust goals, identify continuous improvement opportunities and identify next steps)
The duration of a team coaching engagement is typically 6-12 months but can be longer when the team coaching significantly improves accountability and results. The goal is to establish a repeatable process that the team can facilitate and maintain continuous performance improvements over time.
Great leadership in any team or organization is more important today than ever in today’s highly competitive and fast changing world. However, most leaders were not “born” great, but with focused effort and learning they can develop amazing leadership skills over time.
LEADERSHIP DEVELOPMENT
Competencies vs. Style
There are many ways to categorize or think about leadership development. The two we present here are competencies and style.
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Leadership competencies are simply the skills or capabilities that a leader has collected in their tool box
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Leadership style focuses on the way leaders relate to other people and communicate in a range of situations. Much attention is given to understanding your own style; the style of others you work closely with, and the learned ability to adapt or flex your style to be more supportive of others needs, thus improving effectiveness and efficiency.
Both of these are important elements of leadership development. The model below shows leadership competencies broken into four clusters including:
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Interpersonal Skills
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Creative/Change Ability
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Functional Knowledge
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Personal Awareness
In order to select the right leadership development for your team or organization, we recommend conducting a thorough training needs analysis and have a specific, high impact training recommendation be made to maximize your potential.
