Whether it’s a customized leadership development program or individual coaching to drive performance, we help organizations invest in their greatest assets – their people.
What is Executive Coaching?
Coaching is partnering with leaders in a thought-provoking, focused and creative process that inspires them to maximize their personal and professional performance and potential. Coaching focuses on setting future focused goals, creating outcomes and managing personal change.
Executive Coaching is specifically tailored to business executives or senior leaders with a focus on areas such as improving specific leadership capabilities, assimilating into a new leadership role, managing organizational change and people and performance management. The executive coaching engagement is an ongoing professional relationship that helps senior leaders to produce extraordinary results to reach incremental short and long-term goals, to improve their careers, leadership skills, businesses and organizations. Through the process of coaching, executives deepen their learning, improve their organizational performance, and enhance their balance and quality of life.
What are the benefits of Executive Coaching with hrQ?
hrQ’s team of both internal and external and executive and business coaches adhere to professional coaching principles that honor the client as the expert in his/her life and work, and believes that every client is creative, resourceful, and whole. Standing on this foundation, the coach’s responsibility is to:
Our proven coaching methodologies provide goal clarity, identify and prioritize executive leadership development and business needs and create a process of action planning to strategize the next steps.
What does a typical executive coaching engagement look like?
After an initial assessment and creation of the goals and outcomes of the coaching engagement, the coach and executive will agree upon a regular meeting cadence, either virtually or in-person. Personal development or other key stakeholder assessments (Disc, 360- Feedback; Birkman, Hogan, or other identified work style assessments) may be recommended to support data gathering as part of the coaching process.
In each coaching meeting, the executive chooses the focus of conversation and discusses progress on actions, while the coach listens and contributes observations and questions. This interaction creates clarity and moves the executive into action. Coaching accelerates progress by providing greater clarity, focus and awareness of choices. The process of coaching concentrates on where the person is now and what they are willing to do to get where they want to be in the future, recognizing that results are a matter of intentions, choices and actions, supported by the coach’s application of the coaching process.
What executive coaching is NOT:
Sometimes it is also helpful to understand coaching by distinguishing it from other personal or organizational support professions. For example, coaching is not therapy (examining the past), consulting, mentoring, or training. Coaching supports personal and professional growth based on self-initiated change in pursuit of specific actionable outcomes. These outcomes are linked to personal or professional success. The emphases in a coaching relationship are on action, accountability, and follow through. Coaching is future focused.
When is the right time for to think about getting an executive coach?
A change in leadership, new leader in a role, management promotions, or other strategic organizational shifts are great times to assess your leadership team and examine the individual capabilities you wish to build and develop. Development coaching may also be recommended in response to negative performance outcomes or stakeholder feedback. Generally, any executive or leader seeking another level of personal or professional growth could benefit from coaching. Offering the experience of coaching can be transformational in establishing a “coaching culture” within your organization. According to the International Coaching Federation, a focus on developing leaders to become “manager-coaches” to in-turn further develop their own teams, has become key for many organizations looking to strategically evolve and improve their employee experience and support their workforce in adapting to regular organizational change.
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