We offer the Killeen-Temple-Waco-Ft Hood our leadership training and executive coaching program to create for you a personalized leadership development and executive coaching program perfect for human resource specialists, supervisors and managers. Executive Coaching is an inquiry-based approach to personal and professional development that is aimed at creating awareness, generating action, and facilitating learning and growth. It focuses on improving performance by helping individuals to develop and sustain new perspectives, attitudes, skills and behaviors.
Executive Coaching is an inquiry-based approach to personal and professional development that is aimed at creating awareness, generating action, and facilitating learning and growth. It focuses on improving performance by helping individuals to develop and sustain new perspectives, attitudes, skills and behaviors.
EXECUTIVE COACHES HELP FACILITATE:
- Clarifying goals and staying focused on key actions to achieve them.
- Assessing leadership strengths, improvement areas, and performance opportunities.
- Clarifying organizational mission, vision, values, and goals.
- Managing time, priorities, and work, and eliminate less important activities.
- Clarifying and applying professional development and career planning.
Executive coaching engagements typically follow these steps:
- Intake and assessment (including 360 feedback)
- Goal setting
- Ongoing coaching and skill development
- Measurement of results
Confidentiality and Trust: The most important elements in a coach/client relationship.
The coach is accountable to the client (the individual being coached), the client’s direct manager, and human resources (if applicable, as HR is not always involved in the process). The single most important element of the coaching is confidentiality between coach and client. A coach should never reveal the content of their coaching conversations to the client’s manager or any other party without the client’s prior consent. The coach may, at times, facilitate three-way conversations between the coach, client, and the client’s manager.
Support of the client’s manager is key in the coaching process. Clarifying goals and performance expectations with the manager up front is extremely important (Step 2). Also, the coach may do the follow-up feedback to measure improvement (Step 4), or the client’s manager may choose to do this part.