Executive & Leadership
1:1 Coaching
THE CASE FOR COACHING
Increasing personal &
effectiveness
organizational
How to choose your development focus
No matter your goal — whether it’s driving individual or team performance, succession planning, or navigating change — overall effectiveness in today’s relationship-driven world depends heavily on emotional intelligence (EQ). Together, we’ll identify the role-relevant EQ behavioral competencies most important to you — defining the specific behaviors to improve and providing a clear, effective way to track progress and success.
EQ behavioral competency examples:
A behavioral, leadership, or team assessment is a great tool to identify the most impactful competencies to develop.*
1, Accurate self-assessment
2. Self-regulation
3. Self-accountability
4. Confidence & Self-trust
5. Frustration tolerance
6. Change adaptability
7, Boundary setting
8. Self-compassion
9. Work-life balance & Self-care
10. Transitioning into retirement
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INTERPERSONAL
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(Focus is internal.)
1. Trust and rapport building
2. Listening fully
3. Clear communication
4. Conflict management
5. Speaking courageously
6. Initiating hard conversations
7. Giving & receiving feedback
8. Diplomacy & composure
9. Collaboration
10. Empathy (appropriate level)
INTRAPERSONAL
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(Focus is between people.)
1. Organizational awareness
2. Leading high performing teams
3. Championing change
4. Driving results
5. Strategic decision making
6. Executive presence
7. Influencing & Managing up
8. Delegating
9. Time management
10. Committing to develop others
WORK/TASK-SPECIFIC
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(Focus is on doing the work.)
What's the difference between a skill & behavioral competency?
(HINT: Only one is comprehensive and drives success!)
Although these terms are often used interchangeably, they’re not the same. Traditional teaching an EQ “skill” tends to fall short of the process for fully addressing learning, building ability, and the adoption of new workplace behaviors. In contrast, EQ "behavioral competencies" are designed to be clear, comprehensive, and measurable to improve individual and team performance. My approach goes beyond teaching standalone skills — it seamlessly incorporates the full six competency dimensions that drive lasting organizational effectiveness and success.
The 6 competency dimensions I incorporate:
1) Capacity
2) Motivation & Engagement
3) Knowledge & Structure
4) Planning, Practice & Feedback
5) Behavior & Effectiveness Measurement
6) Support & Accountability (within the program & workplace integration)
SOME STATISTICS
The benefits of coaching
Coaching is 5% to 10% of the cost of employee replacement, which is a cost of 213% for highly paid executives & about 20% for employees making $50K-$75K/yr.
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Coaching delivers a median ROI of 700%.
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Adding a post-training coaching program increases productivity by 65% when compared to those without coaching after the same training.
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— Public Personnel Management Journal
— International Coaching Federation's Global Coaching Client Study & PricewaterhouseCoopers and Association Resource Centre
— Center for American Progress
Emotional Intelligence (EQ) is 58% responsible for overall job performance success (tested among 33 other skills) across roles & 90% of top performers have high EQ.
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-TalentSmart
DESIGNING COACHING PROGRAMS:
ACROSS THE 4 phases
We'll tailor the following program options to meet your exact needs!
0 1
0 2
PLANNING*
REVIEW YOUR CURRENT & DESIRED SITUATION
Key stakeholder(s) express their overall needs and goals for coaching and provide input on the outcomes they would like to see improve.
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DETERMINE NUMBER OF "COACHEES"
We discuss the number of people to receive coaching in the context of your desired outcomes. This can include having multiple coaching cohorts.
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DETERMINE COACHING PROGRAM LENGTH
Below describes typical program structures:
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1:1 sessions are typically 55 minutes and occur weekly or biweekly. I also offer "coaching intensives" (1/2 or full coaching days).
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Programs commonly occur over 6-12 months.
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Coaching enrichment/career growth programs that are offered more as a benefit typically have a short duration (1-4 sessions).
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START-UP
COACHEE ORIENTATION
Marketing materials for program enrollment is available and all coachees receive a welcome packet and orientation to the program.
ASSESSMENT ADMINISTRATION
We identify and administer a leadership-style or 360-degree assessment (which obtains input across bosses, peers, direct reports, customers, etc.). An existing or in-house assessment can be used if preferred.
ASSESSMENT DEBRIEF & PLAN CREATION
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All coachees attend a 1:1 debrief and then we use that feedback to co-create a development plan with clear goals and action steps.
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This plan is refined/approved during a way meeting with the coachee's main manager.
0 3
COACHING
0 4
PROGRESS EVALUATION
EFFECTIVENESS RATINGS
Programs commonly include evaluating the coachee's growth in "effectiveness level" across the span of the program — for the chosen organizational objectives and competencies.
​COACHING PROGRAM UPDATES
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We'll identify the stakeholders you wish to receive your end-of-program feedback and recommendations — as well as any desired progress updates during the program itself.
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Tangible progress and engagement level will be reported while always upholding coachee confidentiality of the private, personal details of all sessions.
COACHING SESSIONS
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Occur as: 1:1, 3-way, & group or shadow sessions
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Provide appropriate challenges to evoke new insights and perspectives, inner motivation, personal ownership, and growth
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Offer foundational education and best practices
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Identify resources and co-create multiple accountability structures
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INDEPENDENT COACHEE PRACTICE WORK
The coachee and I co-create practice work to occur between sessions, such as:
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readings/videos, worksheets, course participation
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obtaining feedback or practicing a new skill
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completing a meaningful organizational project
​*PRICE: Discounts are applied for select team coaching programs, cohort programs, and other conditions.
