Executive Coaching Engagements Success Advisory Group LLC has completed a number of successful executive coaching engagements with a wide range of companies including chemical and petrochemical companies, oil & gas, specialty chemicals, plastics, and pharmaceuticals.
Examples are listed below and designated by client company annual revenue class as follows: (A) >$10 B (B) $1B to $10B (C) $0.5B to $1B (D) $200 MM to $0.5B
Chief Executive Officer(C) - Relationship development in newly formed executive team, including managing conflict within staff
Chief Executive Officer(C) - Provided organziational climate study along with coaching for development of improvement plans aimed at staving off high turnover and patrent company dissatisfaction.
Vice President Manufacturing(B) - Development of division-wide organizational vision description, vision communication and implementation.
Vice President Research and Development(A) - Aided executive with assimilation process for engagement with a new team and integration of CEO mandates for change.
Vice President EH&S(B) - Coaching for leadership development, organization strategy focused on culture change, and team building.
Vice President Operations(D) - Leadership development for subordinate managers.
Plant Manager(B) - Coaching through major organizational turnaround initiative including enhancing goal focus for mal-performing mult-unit/multi-business manufacturing site.
Plant Manager(B) - Working through culture change post-acquistion; development of enhanced communcation and relationship strategies.
Experienced Executive Coaching Success Advisory Group LLC has coached executives thorugh the following example focus situations:
Situational Leadership application to culture change
Managing culture clash and relationships, post-merger
Strategies for moving through infighting stage of team development
360 feedback plan of action
Handling difficult employees
Improving team cohesiveness and innovativeness
Establishing vision and goal focus
Shifting from operations role to leading a major corporate function
What Happens in Executive Coaching ... Goal Attainment: What is the most important goal you want to work on over the next 180 days starting right now? What do you believe is the probability for reaching that goal on time? What if you could double that probability and get there quicker? What would that be worth to you? Coaching is aimed at your agenda, achieving goals that important to you, that produce business results that count. Focus and Follow Through: Leaders tend to have well developed networks of contacts that serve as an invaluable support infrastructure to draw upon. However, few leaders in today's organizations have contacts within their network that can work with them in a focused, ongoing, and personal way that is aimed at getting them to their key goals with an approach that develops them professionally.
Reflections and Insights: Through coaching conversations, leaders are stimulated to step out of the fast lane for a moment and reflect on what is going on in regards to a particular situation. Through dialogue and questions leaders discover insights that otherwise may not have been noticed. Models and concepts can be utilized as frameworks for deciphering what otherwise may appear to be random and chaotic, so that patterns emerge that reveal ideas for action.
Transforming Ideas into Action: All of us have experienced attending internal and external seminars and workshops. The key weakness of traditional training of this type is that learning is not put into action. Coaching is a different model for professional development wherein focus and follow through on action steps delivers real results and truly sustainable development. A coach can help a leader take concepts they have learned and put them into action. True development does not occur until action is taken. To use a sports analogy, you can read a million books about golf, but until you apply the techniques by taking action, your golfing proficiency does not improve and you haven't "learned" anything.
Confidental & Collaborative Environment: Some leaders have no peers at their location that they can collaborate with on a confidential and trusting basis and many find similar imperfections in their professional network inside their organization. An external coach fills this gap by providing a repeatable confidential process of professional coaching.
Expand Your Capacity for Action: The coach and the leader collaborate to create a learning environment that increases the leader's capacity for action. The coach is not immersed in the political intricacies of the leader's organization and thus provides a "fresh set of eyes" and an environment of openness that could not be achieved otherwise. Strict confidentiality guards an atmosphere of trust and collaboration. The coach focuses on your agenda and stimulates you to draw upon what you already know to discover solutions to achieve your most challenging objectives. What would it be worth to you to double your likelihood to reach your most important objectives in a shorter amount of time?
Benefits of Coaching... In order for coaching to make sense in a business context it must be linked with real business impacts. No doubt the leader being coached is engaged for their own professional development, but the good of the entire organization must be enhanced for the executive coaching process to make sense. At the start of a coaching engagement the business impacts being sought by the sponsoring manager must be clarified so that the executive coach and the leader being coached align the coaching process and its areas of focus with strategic business goals. With the assumption that this alignment is established, the benefits of executive coaching evident in the following two key areas:
Significant Business Impacts During the course of the coaching process, the leader being coached should be challenged to reflect over the actions taken as a result of the coaching process and identify the real business impacts. In the foreward to the book, Coaching That Counts, Ed Cohen the Senior Director for Booz Allen Hamilton's Center for Performance Excellence commented on a study of their internal corporate coaching program. He said, "The study was a real eye opener. Even after adopting the most conservative approach to determining the return on investment, we showed a 700% ROI for the coaching initiative. Moreover, the value was being produced from many of those business areas that senior leaders expected."
Professional Development - Transformational Learning Leaders engaged in an executive coaching process are challenged to grow professionally. Their style assessments are discussed, feedback is reviewed, current situations are explored, and application is made to real life problems by commitments to specific actions. As a result of focused and repeated encouragement to think at a higher level, leaders discover new ways of solving problems that stick with them well beyond the coaching engagement. It is the immediate application to current real life problems that distinguishes executive coaching from most traditional classroom training. Coaching is designed to achieve shifts in thinking that have important impacts that are relevant to business goals. Those thinking shifts in the leader are transformational and lasting. This transformational learning is enabled by several key elements in the coaching process including1:
Continuous one-on-one attention
Expanded thinking through dialogue with a curious outsider
Self-awareness, including blind spots
Personal accountability for development
Just-in-time learning - powerful experiences of coaching through immediate issues.
1C. Turner, Ungagged: Executives on Executive Coaching, Ivey Business Journal, May/June 2006.
Professional Development Opportunity Grid Goals for coaching can focus in a number of different areas depending on what is on the agenda of leaders. This grid defines key areas for professional development that often become the focus for coaching.