Executive Coaching

Is this You?

You are a Human Resource/Learning and Development professional sourcing coaches for the leaders in your organization. Your organization is committed to building and growing its leaders and executives.

You are offering your leaders the opportunity to utilize a coach for their professional growth and development.

Your Benefits from Executive Coaching

• Develop High-Potential Executives: Your organization wants to invest in specific, high-potential individuals to expand their managerial knowledge and leadership skills. Our coaching supports them in their current role while preparing them for a future role.
• Build Skills: The coaching will develop specific skills (e.g. meeting facilitation, time management, strategic thinking) which are either needed for the current position or for a new position
• Executive ‘On-Boarding’: Our coaching will help newly promoted leaders to be more effective, faster in their new position.

Our Coaching Process

1. Contracting: We start with an initial conversation with the HR/L&D professional responsible for sourcing external coaches. During this conversation, preliminary objectives for the coaching, fee structure, responsibilities and time frame are discussed.
   
   Urs then meets with coachee(s) face-to-face or over the phone to determine if there is an appropriate 'fit.'
   
   If a fit is establised, Urs will submit a proposal for the coaching engagement.
2. Diagnostic/Assessment and Data Gathering: We start with a thorough assessment of existing data before suggesting any further data gathering. Our assessment methodologies include:
   • 1-on-1 interviews with coachee, boss, HR, teammates, direct reports, peers, clients
   • Shadowing
   • 360 degree feedback
   • In addition, coachees should share performance reviews and development plans.
3. Development Plan
   Based on the diagnostic, we create a development plan which includes the following:
   • Specific desired outcomes, measures and time line
   • Content and purpose of coaching meetings and activities
   • Process for keeping boss and HR manager informed of progress
   • Ground rules (e.g. confidentiality, cancellation, face-to-face or phone, etc.)
4. Coaching
   This is the actual 1-on-1 coaching for the implementation of the development plan.
5. Evaluation
   A final report that summarizes coachees’ progress towards the development goals will be presented to the boss and the HR manager. Assessment tools might be used to evaluate progress.
   Following the final coaching session of the engagement, follow-up reinforcement conversations might be scheduled.

Learn more about Urs’ coaching style