Business Performance Coaching
If you accept the call to leadership, you must be willing to be misunderstood, criticized, opposed, accused and even rejected.
This is a straightforward look at what we do and how we do it.
I have tried to eliminate the ‘fluff’ adjectives and keep to a clear message regarding a measurable process because that’s what I would expect.
Coaching is a compassionate business, but it is a business. We have assembled a team of experts to make a serious impact on your executive’s performance. Our profit is the direct result of this impact.
If you are viewing executive coaching as an expense, then you should choose the lowest cost provider. We are not interested in “buying” your business, anyone can do that. We are interested in providing the best possible return once you buy from us.
Our focus is strengthening your business which, in turn, strengthens ours.
Talking Points →
Business performance coaching is a defined process for either making good people better or enabling executives in mission critical roles to overcome and sustain a new level of behavior.
Executive coaching is a component of leadership development; part of the overall leadership strategy. It should be linked to core business values and business requirements and integrated with assessment and learning.
The program model is a full six-month, all-inclusive program.
Specific business challenges where executive coaching can make a difference:
Developing and retaining talented individuals for succession planning purposes
Helping the individual who is taking on a new role in the organization
Onboarding a new employee for faster time-to-competency
Helping business leaders cope with the pressure of leading organizational change
Helping a key executive to soften the hard edges
Business Performance Coaching Model:
Where are you now?
Where do you want to be?
How are you going to get there?
How will you and the organization know you got there?
An organization can identify coaching candidates by answering these basic questions:
Is the executive motivated to change?
Is there a clear development need?
Is the executive coachable?
Do they have the support of the organization?
Are they worth the investment?
The answers to all of the above need to be a definite YES. If not, then coaching is not the answer. Don’t spend the money.
Executive coaching is about asking, not telling. It’s about retaining talent for the long term. It’s about return on investment.
Thanks for taking the time to read this.
Should you have any questions, or would like to get started, please call me before, during or after regular business hours.
“A bad leader can take a good staff and destroy it, causing the best employees to flee and the remainder to quit in place.”