The higher you climb in most organizations, the less chance you have of getting feedback about your performance. We seem to make time for everything else, but not time to give our top people the kind of feedback they need to help them develop. In today’s world, executive coaching is as valuable as ever – but within many companies, management is more strapped for time than ever before.

Executives, by the very nature of their work (unstructured, highly evolving, immediate in action), could benefit from executive coaching sessions. In sports, you would never dream of having a “playmaker” go without a coach. All of the best athletes — regardless of their talent — have a coach, so why not the playmakers of our organizations? Why is it that organizations are willing to take a sink-or-swim approach with such valuable assets?

The explosion in executive coaching is due to the fact that organizations are beginning to realize that they simply cannot afford to continue to have their leaders just learn the ropes, or to expect them to adjust their styles because the executive has been given the mandate to “get with the program.”

In a classic study by the Center for Creative Leadership, four enduring themes for why executives derail are present over time and across countries:

• Inability to change or adapt when a transition is needed.
• Problems with interpersonal relationships.
• Difficulty in inspiring, building and leading a team.
• Inability to meet current business strategies.

These themes cry out for the personal attention of an executive coach. More and more people understand that to be coached is to reach goals faster. In addition, for “chiefs” versus the “Indians” of the organization, it can be lonely at the top for executives. Who are the executives going to confide in? Who will provide them honest feedback, develop them professionally and point out the blind spots? Steinbrecher And Associates, Inc., will provide the needed guidance, feedback and resources to help executives develop and meet their full potential.

Typical Steps in a Executive Coaching Process:

Meet with the client’s sponsor or manager to clarify issues, plan the project and determine outcomes.

1. Meet with client to set goals, needs and outcomes.
2. Hold a three-way meeting with manager, client and coach to introduce plan; determine next steps, time frame for changes, consequences if no change; and define success.
3. Collect information, 360 instrument and interviews, work-style assessment, etc.
4. Meet with client to assess issues, identify key issues and identify developmental plan.
5. Hold a three-way meeting with client, manager and coach to determine progress.
6. Conduct regular meetings with client to monitor implementation of plan and to provide necessary education.
7. Collect information on a periodic basis from a progress monitor.
8. Follow up with client and manager on an ongoing basis.

Executive Coach

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