Leaders at all executive levels benefit significantly from individualized development support and while all organizations and leaders are unique, there are some common ways to drive high performance and growth within a set period of time.  

All coaching engagements include

• an interview to understand the motivations and goals of the leader as well as their business context

• alignment conversations with their sponsor(s) (e.g., their manager, key stakeholder, and/or HR)

• a co-created development plan to ensure clarity around goals for the coaching, and regular check-ins with the leader and their sponsor(s).  

Within this frame, there are many options depending on needs of the organization and the individual including the use of assessments for insight, tools, resources, and a variety of approaches.

Coaching packages

Leadership transitions are a critical time as new leaders try to simultaneously understand their new business context, new stakeholders, learn the needs of their teams, make business impact, and show value in a short period of time.  Almost always, leaders in transition need to consciously try out new approaches to problems and people that they have not had to rely on in the past. This need for consciously navigating transitions is greatly facilitated by support of a coach who can help the leaders to prioritize, clarify their leadership intentions, and make the most of these important months.

Please note while ideal to have a coach work with a leader from ‘day 1’ in the new role, often times these engagements happen within the first 6 - 9 months of a leader’s new role. Though they may miss out on the benefits of creating their first 100 day plan, there is still much transitioning happening during this time period.  

Many leaders can make significant positive improvements in performance and in their growth in a 6 month time period if the timing is right and with the right partners and support.  Thus, a 6 month coaching program, with optional assessment, can be a great option for leaders and the organizations that support them.

Please note, if insight is clear and the leader and their sponsors in the organization know what the goals of the coaching should be, formal assessment is not needed.  However, if there is a lack of clarity of strengths and development opportunities, if there are questions of what is getting in the individual’s way, and/ or if there are differing perspectives from key stakeholders, a formal assessment (often verbal 360 but other options available) can be extremely useful to ensure the right level of reflection to determine the highest priority goals for the individual.  

Coaching engagements can always be customized to the needs of the organization (e.g., to correspond to the organization’s standards, approach, timeline) and/or to the needs of the individual leader (e.g., desire for coaching and team development support; prefers a longer time frame with less frequent sessions)