Why executive coaching?

Organizations have learned that investing in coaching makes a significant difference in their bottom line. When performance improves among managers and executives this influences people throughout the entire organization. Senior managers' model renewed levels of focus and motivation which can be contagious in an organization. As a result, better results tend to occur across the organization.

How is it done?

Typically external consultants provide services for an agreed upon duration or number of meetings. There are many different approaches and skills levels of consultants providing this service. It is up to the organization to make a determination about the skill level, approach and experience of the consultant before retaining someone. It is important to consider a consultant's degree, experience, approach and goals for coaching before commencing the coaching process.

Who needs executive coaching?

Executive coaching can be appropriate for a broad range of individuals. This may include:

• A manager or executive interested in improving their performance and leadership skills
• A recently promoted manager who is struggling with their new role
• A talented employee being groomed for management who requires additional skills or experience
• A key employee who is clearly struggling with one or more challenges and seems unable to bounce back from a set-back or challenge

How do we measure success?

As experienced coaches we understand the importance of demonstrating the value of our services. We can perform both pre and post-testing to determine changes that are made as a result of our coaching. In addition, 360 degree feedback from supervisors, peers and direct reports can also be a useful tool in evaluating the success of coaching.