Executive & Leadership
1:1 Coaching
THE COACHING FOCUS
Increasing personal &
effectiveness
organizational
Which Behavioral Competencies to Develop ?
Whatever your ultimate goals, emotional intelligence quotient (EQ) behavioral competencies are what ultimately drive higher levels of success in organizations - due to the relational savvy required today. I'll help you create a solid development plan to identity the top EQ competencies that will best guide you to achieve your organizational goals.
EQ behavioral competency examples:
A behavioral or personality assessment is a great tool for identifying your areas of focus!
1, Accurate self-assessment
2. Self-regulation
4. Self-accountability
5. Self-motivation
6. Self-trust
7. Confidence
8. Frustration tolerance
9. Change adaptability
9, Boundary setting
10. Self-compassion & self-care
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INTERPERSONAL
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(Focus is internal.)
1. Trust and rapport building
2. Clear communication
3. Listening fully
4. Conflict management
5. Initiating tough conversations
6. Speaking courageously
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. Developing others
WORK/TASK-SPECIFIC
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(Focus is on working together.)
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. Teaching an EQ “skill” tends to be vague and limited in scope. In contrast, EQ "behavioral competencies" are comprehensive and measurable, designed to improve individual and team performance — to ultimately drive overall organizational success. My approach seamlessly covers all possible dimensions of competencies — far beyond the typical focus on just half or less.
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 (back in real-life)
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).
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-TalentSmart
COACHING PROGRAMS:
THE 4 phases
Organizational coaching generally occurs within the following 4 phases,
and the program details below can be tailored to meet your unique 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, as preferred. I also offer "coaching intensives" (1/2 or full days).
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Programs commonly occur over 6-12 months.
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Coaching enrichment/career support programs (offered more as a benefit) are less formal and have a shorter duration (such as 1-4 sessions).
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START-UP
COACHEE ORIENTATION
Marketing materials for program enrollment is available when useful. All coachees receive a welcome packet for orientation to the program.
ASSESSMENT ADMINISTRATION
We identify and administer a personality-style,
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" for the chosen organizational objectives and competencies across the span of the program.
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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 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, 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 multi-person coaching programs, cohort programs, and other conditions.
