In today’s corporate environment, executive coaching is like a driving force that encourages the organization, as a whole, to achieve its goals. It creates a positive environment wherein top executives, managers, and leaders are provided with assistance (coaching) to improve, perform, learn, and stay healthy and balanced. Executive coaching is beyond leadership development and enables the leaders to effectively guide their teams to successfully reach anticipated goals and exceed individual and organizational expectations.
Though there are various models for executive coaching programs in the industry, there are just few ones to literally help leaders unlock and unleash their full potential and bring out greater value to the teams and entities they serve. Having said that, it is the “strategic executive coaching model” that appears to be widely popular among coaches.
This coaching model for executives consists of the following five steps.
As an executive coach, before you start the coaching process, first define the expectations. This step creates a trusting relationship between you and the coachee. Only then you can set the stage for open dialogues to unearth the underlying issues. For an effective contracting dialogue stage, you can include the followings:
- Recognized success factors for the current and potential role of an individual (executive/ manager/ leader)
- Agreement on the confidentiality limits
- Classify precise expected business results
- Confirm that everything is alright to build trust and connection
Move further with the assessment of each executive to identify the gaps between the present-day and expected performance. Being an executive coach, you can carry out the assessment through interviews and other formal tools.
Feedback dialogue and action planning
This step involves an effective feedback session. Prepare your feedback dialogues and also make executives prepared for feedback. To ensure the effectiveness of a feedback dialogue, you can make some extra effort, like conducting sessions in a more relaxed environment outside the office.
On the other hand, action planning emphasises behaviors contributing to specific business results. You can prepare the action plan with the following typical elements:
- Strengths and their importance in executive’s current role in the company
- Developmental aspects
- Actions required for improving areas of improvements
- Appropriate coaching style
- Learning recommendations
- Ways in which other stakeholders can support
- A follow-up process with stakeholders
- Crucial milestones
Once the main stakeholders agree to the action plan, you will be required to implement strategies for development. Coaches guide and underline development strategies like active learning, case studies, and more.
Reviewing and sustaining success
The final step in this strategy is to review the complete process, provide credit for progress, and address areas that still require developments. You can also share assessments with the main stakeholders to promote the development of executives and ensure alignment to the organizational goals.
While looking for a successful executive coach for leadership training at your organization, Coach Masters Academy can help you with the right executive coaching program to help you expand your leadership capacity and enhance the value they bring to your organization.