Serving an organization as an executive leader can be difficult, stressful and isolating. Decisions need to be made quickly and stakeholders constantly raise new demands. It is rare for senior leaders to have time to reflect or speak with an unbiased party. Executive coaching can fill this important gap.
Coaches partner with executives to create a relationship that is unlike any other. A coach never pushes an agenda, offers advice or makes judgments. Gagen MacDonald’s executive coaching process assumes the client is the expert in their business and in their life. The coach is present to hold the space for the executive, ensuring he or she uncovers the perspective, information, tools and support they need to be successful.
The following is our process for working with organizations that have a need for executive coaching:
- Discover the coaching need and define clear objectives: We will work with you to answer questions such as: What is the current organizational environment? What spurred the need? How many executives desire coaching? We then create clear objectives for the project and scope out a supporting budget and plan.
- Match the executive with the right coach: Based on our understanding of each executive’s unique coaching goals, needs and preferences, we will suggest a potential coach pairing from our large team of experienced executive coaches. A biography detailing the coach’s background, education and capabilities will be shared before the start of the relationship to confirm your agreement with the match.
- Gather baseline data: It’s important for each executive and coach to invest time at the outset of the relationship to get to know each other, develop a rapport, and gain clarity as to what the executive feels is working well and where there may be areas for improvement. Assessment tools can greatly aid this process. We can either use tools already available within your organization, such as a Leadership 360, or pull from our collection – MBTI, CPI260, Firo-B, and the Energy Leadership Index, just to name a few.
- Co-create a development strategy: Once the data is fed back to the executive, the coach will provide guidance through the creation of a development plan
- Foster accountability: With the plan in place, the focus of the subsequent executive coaching sessions will be to follow up on progress, examine and work to maintain motivation, addressing barriers, and celebrate success.
- Measure results: Success is best measured by how well the executive completed his or her action plan and, more importantly, by observable behavior change that can be measured by assessments (e.g., Leadership 360, Energy Leadership Index).
- Complete the coaching process: The end of the coaching relationship may be determined by achievement of the desired outcomes and results, or by the executive’s choice. At this stage of the process, we would work with you to evaluate the overall effectiveness of the intervention and ensure ongoing sustainability of the progress made.