I provide executive coaching to leaders who want to get better. Research supports one-on-one coaching to be the most successful method for developing high performing leaders.
I typically meet with a leader for two hours in-person every other week. The client chooses behaviorally-defined goals that will help them grow professionally, and help the company, law firm or accountancy firm meet their strategic objectives.
Are you working with a coach and developing your talent as a leader?
How do you convince leaders to change? How can you optimize their talents and potential? Which best practices in executive coaching programs produce lasting results that drive business performance? How do you determine success in an executive coaching engagement?
Executive coaching offers a tremendous opportunity to leverage leadership talent and resources, both of which can steer an organization toward sustainable success.
Measuring Sustainable Success
Success isn’t measured by:
• How well the leader performs with the coach’s help. It must be judged on how well he or she performs after the coach has left the scene.
• How leaders feel about their own progress. It must be judged on the changes stakeholders perceive.
• The leader’s positive feelings toward, and relationship with, the coach—a natural byproduct of a successful coaching engagement. True success is measured by demonstrated results.
Ultimately, the success of a coaching partnership is not measured by coach-leader chemistry or the leader’s satisfaction level; rather, it is measured only by business results.
Working with a seasoned executive coach trained in emotional intelligence and incorporating leadership assessments such as the Bar-On EQ-i and CPI 260 can help you become a more collaborative and enlightened leader. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become happily engaged with the strategy and vision of the company.
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