There are many different types of coaching. For example, there is life coaching, career coaching, fitness coaching, business coaching and sales coaching - to name a few. High-Performance Executive Coaching is different from these in that it focuses on improving leadership effectiveness & performance by developing one's leadership presence.
Leadership Presence is defined as your ability to have a positive, profound and lasting impact on the organization you lead
Discovery of one's personal strengths and weaknesses is the first step toward personal change and growth. There are certain traits, characteristics and behaviors that enhance effective leadership. Various assessments are conducted to provide self-discovery in these areas. Simply telling someone to change doesn't work because it is quite natural for people to resist change. To move an individual from the stage of resistance to preparation requires compelling data and information.
The feedback used pinpoints personal weaknesses that require improvement. It uncovers negative personality mannerisms, such as being overly dominant; skill deficiencies, such as poor listening; or behavioral flaws such as the inability to inspire others. This feedback provides the basis for adaptation and change. Personality cannot be changed, but adaptations can be made. Similarly, changes can be made to acquire new skills and adopt new behaviors. This helps prepare and facilitate this personal change process.
Improving leadership performance requires more than just personal change. Leaders need the "know-how" to carry out strategic imperatives. This competency is developed through action-based learning. This is a technique that connects learning with the actual organizational/business challenges facing the leader. It helps the leader learn how to formulate strategy, align the organization, form teams, create the right structure, establish reward systems and implement change, all within the context of the leader's personal and situational needs. If this action-based learning is absent, there is little hope that coaching will result in any significant organizational performance improvement.
The main purpose of leadership coaching is to help leaders improve and get positive results for the organization. Action is where the rubber meets the road. It is the stage where the leader actually puts into practice the personal changes to improve leadership performance and implement new strategies designed to improve organizational results. Goals and timetables are established, and the planned changes are sequenced and implemented in an orderly and logical manner. High Performance Executive Coaching integrates these important steps into an action-oriented leadership plan.
The coaching process should continue over a period of time. Personal and organizational changes do not occur overnight, and coaching is required to support and help facilitate the changes. The length of time may vary, but it should be a minimum of six months and can last as long as 12 to 14 months depending upon the level of the executive and complexity of the leadership situation. At some point, when the coaching engagement is ending, an evaluation is conducted to determine if the desired goals were achieved and decide if further coaching is needed.