Even the best leaders don’t have it all figured out. In fact, the best leaders are always learning.
Do you ever wonder if your leaders are as effective as they could be? And is it your desire to give them ample resources to reach the next level of effectiveness?
Having someone come alongside them can make all the difference. Executive coaching gives a leader the insights, feedback and perspective that help them hone their leadership and build a great environment for those they lead.
What is Executive Coaching?
Executive Coaching does not make a bad leader good, it makes a good leader better.
It is a dynamic development process based on a one-to-one relationship between a Leader and Executive Coach. It is defined by trust, credibility and mutual accountability. Like all business initiatives, it should be evaluated based on the outcomes it produces.
Our Executive Coach will work directly with your leaders to help them better understand themselves, their leadership style and how to address the challenges that stand in the way of optimal performance.
What Others Are Saying
With Jack as my executive coach, I was able to gain needed perspective on my leadership and communication style and identify those areas that warranted improvement. Because of Jack’s help, I am a much more flexible leader, empowering my team to achieve even better results than ever before.
The Value of our Executive Coaching is readily apparent in that it is measurable. You will exit the program with documented improvement in your leadership that is observable by those with whom you work.
Our process is based on Marshall Goldsmith Stakeholder-Centered Coaching. It is unique in a number of key ways:
STEP 1: Define the critical Leadership Growth Area with 1 or 2 tipping point behaviors to address.
STEP 2: Buy-in from Stakeholders, whose perception of the leader’s effectiveness is pivotal.
STEP 3: Stakeholder-Based Planning, in which the Leader and the Coach collaborate on an action plan that incorporates input provided by the Stakeholders.
STEP 4: Leading Change Involving Monthly Stakeholder Input, in which the Leader does monthly check-ins with each Stakeholder.
STEP 5: Measure Leadership Growth as perceived by Stakeholders using the Mini-Survey process.
At least once during the Executive Coaching process, a formal mini-survey is conducted with the Stakeholders to assess the Leader’s progress.
What is the Investment?
A typical Executive Coaching engagement is six months to a year in length. The Coach and Leader meet bi-weekly or monthly. There are also periodic check-ins and updates to management as requested. The initial consultation with management and the client is without charge and is necessary to determine a relational fit as well.
For a price quote (discounted for EA members) and a full proposal:
When you need help answering the tough questions or tackling time-consuming projects, The Employers’ Association (EA) has you covered. Our experts in Human Resource Solutions, Professional Training and Wellness Consulting can meet your needs today. The EA was formed more than 60 years ago, by local companies for local companies, to address common workplace needs. We’re still doing it today.
From two-person companies to corporations with thousands of employees, our member organizations come in all different sizes and represent a broad spectrum of industries including manufacturing, engineering, agriculture, automotive, community service agencies, municipal and county governments, educational institutions, and more.
More than 700 organizations are members of the EA. We’re humbled to say that many of them have been with us for more than 20 years.