Leveraging Leadership Talent and Resources
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 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?
Executive coaching offers a tremendous opportunity to leverage leadership talent and resources, both of which can steer an organization toward sustainable success.
A New Paradigm
Coaching is no longer reserved for problem leaders. It is more frequently sought by top performers whose organizations value their management and growth potential. Today’s CEOs recognize the importance of enabling leaders to achieve critical business objectives in the shortest possible time, so they are hiring coaches to accelerate development.
Hewitt Associates has conducted some interesting research that documents the positive, long-term relationship between investment in leadership development and continuing financial success (Hewitt Associates’ 2003 Top Companies for Leaders study). Its research demonstrates that companies that invest in emerging leaders tend to enjoy greater long-term profits.
Forty-seven percent of companies rated for strong leadership regularly assign coaches to their executives. They know coaching provides a powerful way to boost performance and strengthen leadership. Regular use of executive coaches separates top companies from the mediocre ones.
The coaching profession is expanding rapidly, with coaches from diverse backgrounds who champion varied methodologies. This growth has sparked debate over several issues, including:
- What are best practices?
- Who is the actual client: the leader being coached or the organization footing the bill?
- How should impact and return on investment be measured?
- Where do you draw the line between personal and business issues?
- How can confidentiality be preserved when stakeholders and team members are part of the mix?
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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