Executive Coaching
What is Coaching?
Coaching is a process in which the Coach is a strategic partner of the Client to explore goals, barriers, action steps, and accountability plans for moving forward. Coaching is client-focused and client-driven with the client choosing their priorities and action steps. The coach serves to: provide perspective, create focus, clarify intention, motivate, and build accountability through empowering the client.
Do you need a Business Coach?
This is a very high-level assessment that is purely directional,with the goal being to help you recognize the resources you might have at your disposal
Important Questions we will work on together:
Strategy
Do you know where the world is headed, and how your talents and capabilities are best utilized in the emerging new world?
Communication
What is it about situations that some of your best ideas are not heard or aren’t driven to their best conclusion?
Processes
Are you open enough to flex to the needs of operational priorities and innovative ideas?
Culture
Have you established norms and expectations that drive the best results for you, your teams and your organization?
A Typical Coaching Engagement
When a VP at a major financial services firm felt “stuck” in his career, he reached out to Roopa for a discussion. In a series of in-depth sessions, Roopa and her client dived into a few models of evolution that raised a few options:
- Recognize that the skills, mindset and capabilities that brought them success and recognition yesterday, won’t fully propel them forward tomorrow
- They are brave enough to listen to insights from colleagues and direct reports without dismissing them, but trying to get to the kernel of truth hidden in those insights
- They recognize the impact they have on their people and their organizations – their attitudes and foibles provide excuses and encouragement to those around them to behave in ways that can sometimes be appalling (see an analysis of Christie’s case here)
- They respect the friends, partners and collaborators who got them to success, but understand they will need to get to a higher level of capability – new teams, better talent that gets embedded in the existing networks, etc.
- They work on their own evolution, often with a strong mentor, a sponsor, an executive coach or a trained facilitator (and, not infrequently, all of them!)
- You are going through tremendous growth and change. Consider finding a strategic partner like a coach or trust-worthy mentor who has the experience and orientation thinking beyond the obvious.
- A few habits to develop and actions to put in play along the way:
- Expand your reading and watching habits – consider attending a few conferences that expand your network beyond your current spaces
- Develop a habit of asking for and listening to feedback – and appreciate the feedback given. Hold on your responses or reactions to feedback, restate to confirm what you have heard so you can reflect and act on the feedback.
- If you are part of a larger organization, see if you can join meetings which engage around trends and strategic issues. OR, consider creating a venue (like your staff meetings) where you add time for strategic discussion.
- Expand your activities – consider involving yourself in nonprofits or other spaces that can help you build your skills outside of work and connections
- You have the good fortune to be in a very stable and possibly simple situation. If the questions provoked any new insights on your career and life, we encourage you to email or tweet to us.
- You are going through significant growth and change. Consider finding a strategic partner like a coach or trust-worthy mentor who has the experience and orientation thinking beyond the obvious.
- A few habits to develop and actions to put in play along the way:
- Expand your reading and watching habits – consider attending a few conferences that expand your network beyond your current spaces
- Develop a habit of asking for and listening to feedback – and appreciate the feedback given. Hold on your responses or reactions to feedback, restate to confirm what you have heard so you can reflect and act on the feedback.
- If you are part of a larger organization, see if you can join meetings which engage around trends and strategic issues. OR, consider creating a venue (like your staff meetings) where you add time for strategic discussion.
- Expand your activities – consider involving yourself in nonprofits or other spaces that can help you build your skills outside of work and connections
- Take the time to gather feedback from your colleagues and teams to understand what are your perceived strengths – make sure that as you consider your direction forward, you can contextualize those strengths and ensure that these strengths will set you up for success in the new role
- Go beyond the obvious career or company choices – if you choose to work with a coach, choose someone with the network and ability to think expansively about your possibilities, market opportunities and trends
Email or call: [email protected],Call: 917.226.0183