Executive & Management Coaching
Whether you choose individual executive coaching or our 14-week coaching program, we guide you through enterprise transformational change. The program provides the best of Executive Coaching with the strategies and tactics required for sponsoring and leading enterprise-wide transformational change.
What would you give to ensure your management teams knew how to support transformational change at all levels of the organization?
Developed in 2012, our 14-week program provides leaders with the agility and accompanying toolset to support enterprise transformational change within complex environments. Whether your teams are located in a single office environment or are spread throughout various branch offices, our flexible coaching program lays the foundation for supporting transformational change within your organization. Download our full brochure:
- Clarifying multi-level expectations in managing transformational change.
- Collaboration with high engagement from leadership to front-lines.
- Building alignment and operational consistency for rolling out transformational change on a large scale.
- Building transparent processes for enterprise transformation.
- Defining and meeting success measures.
Expectations: Weeks 1-4
- Roles and Responsibilities in managing change
- Change team structure and complexity
- Setting the vision – conveying a future state for the change.
- Defining success – metrics that matter for change adoption.
“I wasn’t planning to lead, I was standing in the back and then everyone turned around.”
~ Avery Hiebert
Alignment: Weeks 5-10
- Exploring organizational engagement strategies (and why email isn’t it)
- Uniting the change team and the technical team
- Understanding touch points and impact events
- Communication and organizational change management
- Stakeholder needs and the change plan
- Training and the significance of relevance for change
“People don’t resist change. They resist being changed!”
~ Peter Senge
Transparency: Weeks 11-14
- Roadshows and Journey Maps
- Managing resistance through the change continuum
- Feedback and metrics analysis
- Reviewing and messaging the results
“What we tolerate, we propogate”
Who is a Candidate for Coaching?
- Executives and CEOs in areas of responsibility.
- Transformation sponsors and leaders of change
- Business owners, managers, and leaders from organizations of any size.
- Project teams leading ongoing change initiatives within the organization.
- HR groups being asked to support organization-wide changes.
- Teams being asked to integrate through mergers and acquisitions.
- Leaders being asked to manage separations as the result of downsizing and or subsidiary sales.
- Performance challenges for teams or individuals.
- Groups seeking a unified vision or goals.
- Leaders or groups dealing with conflict, communication, trust, or other workplace challenges.
Are There Different Kinds of Coaching?
There are. Coaching geared toward an outcomes-based plan for the individual or group provides the best results. Here are some different types of coaching available.
Coaching for Change and Transformation: Typically performed at the executive or sponsorship level: focuses on providing consultative insight and perspective regarding change or transformation and is available throughout a transformation or change initiative. Coaching time frame follows the transformation or change contract.
Coaching at the Executive Level: Typically performed with higher level executives: focuses on providing consultative insight and perspective, constructive feedback (which is often hard to get at higher levels), and a talking partner: time frame varies, but often “on call” for the executive.
Coaching for Skills: Purpose is to learn or improve specific skills ( including soft or interpersonal skills): focuses on a specific challenge, task, or project; typically a shorter term engagement.
Coaching for Performance: Focuses on the client/team’s present role, the purpose is to support more effective work habits or to address performance issues; typically a bit longer of an engagement (several months).
Coaching for development: Focuses on the client’s future job: Purpose is to heighten certain skills or change others, encourage long-term development for the purpose of advancing their career; often for high potentials’ typically longer than several months (likely a year or more).
Meet Your Outcomes
- Outcomes may change during the coaching process as clarity is gained through coaching, our programs are flexible and dynamic because our greatest successes depend on your success.
- You define the goals, we help you meet them.
- Appreciative inquiry allows for both introspection and discovery through coaching sessions.
What is the Time Period?
- The average coaching contract is typically 3, 6, or 12 months depending on outcomes and client need.
Contact us at 1.855.968.5323
An excellent video on YouTube describes the value of coaching: