with Jenna Williams, MA, PCC, SEP
Executive & Leadership
Coaching
How
Executive & Leadership Coaching
works
Choosing a Coaching Focus
No matter your goal — whether it’s to work through complex challenges, increase performance and impact, navigate change, or support succession planning — overall success in today’s relationship-driven world depends heavily on emotional intelligence.
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We’ll identify the EQ-informed behavioral competencies that best align with your organizational priorities. For each coachee enrolled, we’ll establish clear objectives based on their own goals and informed by stakeholder feedback, identify the specific behaviors to strengthen, use coaching sessions to practice those behaviors, plan how to apply them in real workplace situations, and then debrief and refine their approach. We’ll also use a clear system to track progress and improvements in effectiveness throughout the program.
Common Examples of Leadership Competencies
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. Executive presence
9. Work-life balance & self-care
10. Transitioning into retirement
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PERSONAL EFFECTIVENESS
(Focus is within oneself)
1. Trust and relationship building
2. Listening fully
3. Effective communication
4. Conflict management
5. Speaking courageously
6. Initiating hard conversations
7. Giving & receiving feedback
8. Tact & composure
9. Collaboration
10. Balanced empathy
INTERPERSONAL EFFECTIVENESS
(Focus is between people.)
1. Organizational awareness
2. Leading high performing teams
3. Championing change
4. Driving results
5. Strategic decision making
6. Inspirational leadership
7. Influencing & managing up
8. Developing others
9. Delegating effectively
10. Accountability & follow-through
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EXECUTION
(Focus is leading people and getting results.)
Why Behavioral Competencies?
Effective coaching goes beyond insight and knowledge: it needs to translate into observable behavior change that improves effectiveness and performance back in the workplace. That’s why I focus on clear, measurable behavioral competencies that are customized to your needs and can be practiced, applied on the job, and strengthened over time.
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My approach supports the full process of behavior change — not just learning what to do, but building the motivation, structure, practice, and feedback, as well as the workplace support and accountability needed to make new behaviors stick.
The 6 Competency Dimensions We Work Through Together
1) Baseline Capacity & Goals
2) Motivation & Engagement
3) Knowledge & Structure
4) Planning, Practice & Feedback
5) Behavior & Effectiveness Measurement
6) Workplace Integration, Support & Accountability
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
EVALUATION OF PROGRESS
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.
