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Executive Coaching | ||
Client Quote:
"Dr. Spann's honesty, insight and empathy are definite advantages to an executive considering changes." | ||
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Goals for coaching assignments are as unique as the individuals requesting it.
Some sample goals are: helping a president change her behavior so she could
model, lead and reinforce a cultural change she wished to implement; helping a
president change his behavior to be less intimidating to staff, more
approachable, clearer in delegating work with specific boundaries and
accountabilities; helping a plant manager to be more assertive in directing
work, and more proactive in developing his subordinates; helping a new manager
understand the role and expectations; and helping a manager handle a
challenging employee directly and tactfully. Depending on the goals, different techniques are used in the coaching situation: discussion of past events and alternative future responses; practicing desired new behaviors with the consultant; discussion of personal thoughts and feelings in difficult situations which lead to less than appropriate behavior; discussion of patterns of behavior; planning and practicing how to interact in upcoming situations; discussing the correlation of leadership behavior and the company's strategy and underlying values; developing ways in which the individual can get real-time feedback from trusted peers, etc. It is very important in coaching assignments to have all the parties understand who the "client" is, that is, the person who has initiated the coaching process and has specific goals to be achieved. If the individual being coached is the client, S&A Coaches will clarify the situation and goals with that individual only. Consultant feedback will be given only to that individual to maintain confidentiality. If the individual being coached is not the client, but instead the client is the president or vice-president, S&A Coaches will insure that all three parties (the individual, the client, the consultant) understand and agree to the coaching goals as well as any time limitations and actions dependent on the coaching process. With the client, S&A Coaches will determine the type and frequency of feedback to the client. S&A Coaches will insure that the individual being coached understands the feedback process used. In most situations, S&A Coaches will be forthright with the individual being coached and share feedback with them prior to sharing it with the client. Using the Hartman Value Profile as a baseline can sharply focus goals for the coaching process. The Hartman Value Profile identifies our management competencies and our thinking process when decision-making.
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In general, coaching sessions are held on a regular basis to allow the individual time to reflect, try out new behaviors and discuss progress at the next coaching session. Coaching can be accomplished either in person or by phone appointments. For further information regarding executive coaching services, feel free to | |
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spannassoc.com
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