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Executive Performance Coaching



Why Coaching?
Is there another solution?
Will people learn to change on their own?

The above are typical questions we receive when discussing the Process of Executive Performance Coaching. Reasons for the questions are various issues dealing with credibility, experience, budget, new process experience and results. The primary reason to invest in the coaching process is answered when you look at all the sports greats. Why do they ALL have coaches? –from physical and technique coaches to the biggest trend today —psychological coaches. To assist in becoming their very best, they need the feedback, accountability for changing performance, beliefs and behavior, and the challenge for greatness from the coach to become the best in their fields of expertise.

Leaders are very much like the great athletes of the world. They have vision and focus, they expect to succeed, and usually they need others to participate in order to win. Leaders need a coach to assist them in learning how to deal with others, how to stay focused on the vitally important issues and how to deal with change — especially behavioral change and dealing with other people (both employees and customers).

In the pursuit of new goals, leaders find that dealing with change is frequently required in some form. Change usually involves stress, even if it is positive (goal oriented). Changes requiring behavior modification, learning, new competencies, and/or accepting different attitudes, values or behavioral styles can be especially difficult. Without proper nurturing, reinforcement and constant vigilance, old behavior and old patterns easily return.

The Executive Leadership Coaching Process plays a key role in assisting leaders (both new and old) to make the necessary changes to get optimum results for the individuals and the organization. It is the new application of very old and proven processes designed to assist others in maximizing both potential and achievement.

The focus of the each session is to contribute to the performance of the individual(s) in obtaining specific goals for the organization. These goals can range from improved personal communication; improving core competencies; setting the highest priorities for the individuals; to developing action plans for specific personal performance.

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