Coaching leads to quick behavioral change.

Assessments offer the immediate benefit of increased self-awareness. Individuals can clearly see both effective and ineffective behaviors. They can see expectations of other people and potential stress reactions when those expectations aren’t met.

We include key organizational partners in the coaching process. This gives leaders plenty of opportunities to receive feedback and offer individualized communication and support.

Types of Individual Coaching —

Enhancing a Current Role:

We provide guidance to individuals who want to be as effective as possible in their current roles.

Transitioning Within an Organization:

High potentials need support at each critical career turn. Emerging leaders must develop a strong foundation of self-awareness and core leadership skills. Leaders moving from a single-function role to a multi-function role need specific support to communicate effectively with new peers and peer groups.

Onboarding:

When someone joins your organization, encourage and assist their need to form new relationships and absorb a new company culture.

42.9%

. . . of CEOs surveyed said they were “very receptive” to making leadership style changes in response to coaching and feedback. Another 57.1% said they were “receptive.”

“Executive Coaching Survey,” Stanford University & the Miles Group

“I just wanted to say thanks for all the work you’ve done with me and my team. We’ve all come such a long way and I can see the impact it has had on all of us every single day.”

“I wanted to thank you so much for our time together going over the Birkman results last week.  I found it profoundly insightful and look forward to working with you further.”

“I cannot thank you enough for your help and advice. I met with my employee before leaving town . . . I tried to “frame out” his areas of responsibility while I am gone. I had to slow way down and wait while he wrote a few things down and we explored the how-to’s in much greater detail. I felt like we were communicating for the first time in weeks.”

We were very surprised to learn the low percentage of CEOs who have coaches. The key takeaway for CEOs and boards is that seeking out a coach or advisor is not a sign of a fundamental problem or weakness, but instead a key attribute of being a superior leader. For boards and other stakeholders, they should understand that it could help make the difference between a good organization and a visionary one. ~David Larcker & Stephen Miles