Conversations can be wide-ranging – including business leadership, personal development, leadership style, or skills and capabilities. It is most effective with:
Strong rapport between the leader and coach
Clear goals, revisited regularly
A leader who is ready and able to apply what they learn
A receptive culture
Programs are usually longer-term (12 months) but can also be short and targeted (1-3 months).
Executive coaching can either be:
Targeted: 3 sessions over 1-3 months
Transitional: 6-12 sessions over 6-12 months
Overview
Overview
Why use it?
Leadership coaching is often commissioned as part of a talent review process to support a development move, need or transition. For example:
Preparation for board membership
An international assignment
First 90 days in a new business unit
Becoming a head of function
Developing peer leadership skills
Technical specialist to general manager
How it works
Depending on the coaching goals, conversations can focus on any of these areas.
Finding the right coach can be tricky. A quality coaching faculty has certified coaches with a diversity of expertise and styles. A chemistry conversation with at least three coaches is good practice.
Organizational learning
Executive coaching is a form of organisational learning through one-to-one development conversations. Evidence shows that senior managers learn best from an injection of timely, relevant insight in a safe and supportive context.
READY TO GET STARTED?
Why not speak to one of our friendly learning advisers?
The coaching can be directly related to the content of the program or be more holistic – depending on the nature of the program.