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Executive Assessment and CoachingExecutives
adjust their behavior to meet the challenges of a rapidly shifting competitive
marketplace. At certain times executives find it useful to use a coach to help
them determine how to (1) make changes that they have identified as important;
(2) assess the impact they are having; and/or (3) make changes in a way that is
transparent to the outside world and effective in achieving business objectives. Executive
Consultation LLC offers executives a well-developed process for identifying changes needed,
making adjustments and creating a self sustaining system for ongoing change.
Each executive coaching client has a totally customized coaching process, which
is created jointly between the client and Executive Consultation LLC. A
variation of this process can also be applied to executive teams. Executives
use coaching in a wide range of situations. Each instance calls for a tailored
set of coaching actions. Some ways in which Executive Consultation LLC. works in
executive assessment and coaching are as follows: Executive assessment Business goal: optimum role: fit Feedback (360° or selective) Analysis of balance of consequences System for monitoring effectiveness Refining personal view of business purpose
Examples
from Client Organizations Executive
Committee New
Chairman: 180° change in strategy and style—Inherited 5 direct reports;
replaced 3. Two remaining needed to make extreme changes (from gentlemanly to
lean, mean, marketing machine) or be replaced within a year. The Chairman was
concerned about organizational disruption if they left in anger. Worked with 2
executives, plus Chairman. Outcomes judged to be successful by all parties. Group
VP with great results; colleagues strongly disliked him; limited promotability—Executive
Committee wanted to promote him because of his results, but there was opposition
due to his lack of people skills. Used customized feedback instrument designed
with client input and ongoing coaching. Group VP changed by reframing his view
as to how he contributed. Executive/Managers Seemingly
intolerable reporting relationship for SVP—As a result of a corporation
selling off 50% of its business, an SVP's reporting relationship shifted from a
laissez faire EVP to a detail oriented operations EVP. The SVP had been very
successful operating in a highly strategic manner. Executive coaching helped the
SVP separate professional from personal issues and carve out a role acceptable
to the SVP and the managing EVP. High-level
executives flounder in dramatically different assignments—Typically
these executives have been promoted as a result of market valued expertise and
good managerial skills, but lack some "new" requirement in the
assignment. Executive coaching involves redefinition of role, identification of
skills necessary, assessment against skill profile, transition management to
mastery in new role, and designing coalitions of support. |
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