|While experience may be the best teacher, there is no guarantee that learning will result
from it. The executive coaching process provides an environment to grasp the lessons of
experience by identifying leadership strengths and developmental needs, and by
encouraging a broader and more objective perspective on critical leadership issues.
Coaching sessions may be coupled with 360° feedback and structured in a variety of
ways. However, sustainable positive outcomes are most likely to occur when the
coaching occurs in several sessions conducted periodically.
|Identify effective and ineffective patterns in leadership behavior.|
|Enhance skill and confidence in dealing with critical leadership issues.|
|Develop broader and clearer perspective on strategic and systemic issues.|
|Create a plan for continuous learning and for assessment of progress.|
|Optimizing Learning from Feedback – Feedback for use in executive coaching can|
|be generated from a variety of sources, used individually and in combination, such |
as 360° feedback instruments, interviews of work associates by the coach, and
observations made by the coach during the coaching sessions. Identifying patterns
from this input helps illuminate blind spots and provides reinforcement of personal
|Intensive and Personalized Skill Building – During coaching sessions, videotaped|
|practice of critical influence situations generates significant opportunities for |
broadening awareness of interpersonal behavior and for developing skill and
confidence in using a broader behavioral repertoire.
|Issue Analysis and Strategy Development – Gaining an objective outside|
|perspective from a coach who has experience with a variety of organizations and |
executives provides the opportunity for both needed support of, and challenge to,
strategic thinking on major leadership and organizational issues.