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Return To Leadership Development Article Archive   Executive Coaching for Leaders - The Executive Coaching Process By Maynard Brusman Executive coaching is designed for an individuals' unique needs and circumstances. The process, however, usually has five major steps. 1: Contracting Initially, a contracting meeting for the purpose of clarifying expectations takes place. Typically, the meeting may include a human resources manager, the executive coach, and the executive coaching client. The objectives of the contracting meeting include: • Identification of desired competencies • Agreement regarding confidentiality boundaries • Identification of measurable outcomes • Confirmation of good chemistry • Clarity of roles and responsibilities • Agreement regarding milestones and time-lines • Conceptual agreement regarding fees A mutual understanding of the coaching process, expected results, specific issues and time frame of the coaching is developed. The Executive Coaching process typically spans a minimum of six months. 2: Comprehensive Assessment A structured interview, data collection and relevant assessment instruments to clarify emotional intelligence competencies, leadership skills, values, interests, work styles and other key factors are utilized. Executive management coach and client engage in an in-depth dialogue of relevant issues focused on performance improvement. A 360 feedback performance appraisal informs the process. 3: Feedback and Action Planning The first order of business is a feedback dialogue between coach and client. The focus is on relevant data from instrument assessments and 360 feedback performance appraisal. Executive management coach and client collaboratively create an Action Plan that includes strengths, developmental targets and effective strategies for change. The focus is on self-insight, motivation, problem solving, skill acquisition, and leadership development. Interventions are aligned with clients' vision and the key objectives of the business The Leadership Action Plan focuses on behaviors that contribute to specific business results. Weekly coaching meetings are one to three hours. 4: Action Learning The coach guides and reinforces the development of leadership competencies outlined in the Leadership Action Plan. Techniques include action learning, role play, and shadowing. 5: Follow-up and Sustaining Success Approximately six months after the initial feedback session, an abridged version of the 360 feedback performance appraisal is conducted. The results of the assessment assist in evaluating the effectiveness of the coaching process. Further development of the executive is determined and aligned with business goals. Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to the senior leadership team. We provide strategic talent management solutions to select and develop emotionally intelligent leaders and lawyers. The Society for Advancement of Consulting (SAC) awarded two rare "Board Approved" designations for Dr. Maynard Brusman in the specialties of Executive/Leadership Coaching and Trusted Advisor to Attorneys and Law Firms. Subscribe to Working Resources FREE electronic newsletter at http://www.workingresources.com Visit Maynard's Blog at http:// http://www.WorkingResourcesBlog.com P.O. Box 471525 San Francisco, California 94147-1525 Tel: 415-546-1252 Fax: 415-721-7322 E-mail: mbrusman@workingresources.com Web Site: http://www.workingresources.com keywords: executive coaching | leadership coaching | leadership development | leadership | coaching leaders Outdoor Leadership Degree

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