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| Executive Coaching |
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| Definition of Coaching |
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| "Executive Coaching is a facilitative one-to-one, mutually designed relationship between a professional coach and a key contributor who has a powerful position in the organization. This relationship occurs in areas of business, government, not-for-profit, and educational organizations where there are multiple stakeholders and organizational sponsorship for the coach or coaching group. The coaching is contracted for the benefit of a client who is accountable for highly complex decisions with wide scope of impact on the organization and industry as a whole. The focus of the coaching is usually focused on organizational performance or development, but may also have a personal component as well. The results produced from this relationship are observable and measurable, commensurate with the requirements the organization has for the performance of the person being coached."
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| - Executive Coaching definition, agreed to by the 36 participants of the International Executive Coaching Summit, October 1999, Orlando, FL. |
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| 80 % of organizations use coaching to develop high performers and rising stars |
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| Executive Leadership Development (for leaders in for profit and public sectors): |
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1:1 customized leadership development |
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Increases leadership effectiveness |
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Enables leaders to build a powerful vision and strategy that is aligned with business goals and corporate mission |
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Facilitates a leader to identify, implement and support a change initiative |
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Creates the opportunity to innovate, think out of the box and formulate creative solutions |
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Focuses on results driven performance |
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Leads to positive change |
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Maximizes influence and impact a leader has in the organization |
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Strengthens social capital central to effective performance |
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Transitions new leaders into a management role |
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Develops core leadership competencies in rising stars and high potentials |
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Facilitates positive change |
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Empowers leaders to adopt an interpreneurial approach within an organization |
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| Transition Development (for individuals in transition): |
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1:1 customized program |
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Focuses on identifying and leveraging strengths |
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Enables individuals to design, clarify and execute a vision |
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Determines areas of passion and commitment |
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Helps individuals who are Re-entering the workforce after a hiatus |
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Cultivates networks and instrumental relationships |
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Reinvents career and life |
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Encourages individuals to reach beyond the rational to embrace opportunities |
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Transitions individuals into another career or industry |
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Fosters entrepreneurial mindset for an individual embarking on becoming an entrepreneur |
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| Group Coaching |
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| Group process is a powerful process referring to how members within an organization function collaboratively to accomplish objectives and goals. The most effective, high performing organizations examine the interface and relationships among its largest resource - its members. |
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| The dynamics of a group impact an organization on many different levels, whether it is the larger context of the organization as a whole, a specific division or team or even externally with clients or collaborative partners. |
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| Group coaching increases organizational effectiveness by incorporating group process into development and aligning it with organizational functioning. Assessment, observation, and implementing change in relationships are critical in the business world today. However, it is often minimized or ignored in an organizations strategic planning. |
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| What is Group Coaching? |
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| Individuals are matched together based on interests, challenges or with peers or team members as a means to create a collective learning experience. Corporate EQ’s approach is developmental. Participants have the opportunity to gain insight into their roles and how they function within a group context. An integral part of the coaching focuses on identifying styles of communication and decision making for each member of the group and how each individual influences and impacts one another. The learning is experiential and in the moment. The facilitator, a certified coach and leadership expert, connects the dots for participants and clarifies patterns for each individual as well as for the group at large with the purpose of enhancing group performance. |
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| Participants benefit from the expertise of the facilitator as well as the collective wisdom and experience of the other members. Sharing best practices, brainstorming, providing and receiving relevant feedback, and transferring knowledge back into the work place are just a few of the outcomes of group coaching. |
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| The Corporate EQ Coaching Model (for both individuals and groups): |
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Initial Consultation |
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Assessment (qualitative integrated with quantitative) |
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Self Assessment |
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Feedback from others |
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Formulate Success Criteria/ Objectives for Coaching |
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Development |
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Evaluate outcomes and results |
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Create an action plan for future development and performance |
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| For organizational coaching initiatives, Corporate EQ works collaboratively with the sponsor to align coaching with business objectives and strategy while promoting positive communication between the sponsor and all coaching clients. |
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| Corporate Equilibrium |
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| 16 Sutton Place, Suite 5A, New York, NY 10022 |
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| Tel: 212-308-3113 |
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| E-Mail: info@corporateeq.com |
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