Executive Coaching

The need for superior leadership skills has never been greater, and by creating a customized development process, executives are able to make improvements and changes that directly impact their lives, the lives of their teams, and the organization as a whole. While the specific objectives and desired outcomes of each executive-coaching process is unique, typical objectives and outcomes include the following:

• Improve the effectiveness of the leader in specific development areas.
• Deliver personalized and customized learning experiences for the executive and enable him or her to
• acquire new competencies and build on existing skills to enhance his or her leadership performance.
• Provide the executive with a trusted, confidential partner as he or she develops new skills or behaviors,
• makes changes, and improves in key areas.
• Equip the executive with advice, best practices, guidance, tools, and strategies as he or she develops
• and practices the skills and behaviors that will support the organization’s needs and objectives.
• Develop the leader’s ability to handle turbulent business demands and respond to challenging changes.
• Ensure the retention and development of talented individuals and prepare the business for future
• growth and opportunities.

Executive Coaching is an intensive and structured, yet flexible, process that is built around individualized learning experiences that create lasting results.

• We work with each client to design the ideal coaching process for the leader being coached.
• We engage in candid dialogue up front to understand the desired outcomes, targeted changes, and
• development needs of the leader being coached.
• CMOE coaching experts offer deep knowledge of leadership best practices and draw from real-word
• experience in a variety of industries to provide leaders with a fresh perspective on the dilemmas they
• must resolve in order to produce better results.
• CMOE coaches provide help and guidance on specific and current organizational or team challenges,
• in addition to helping the leader develop specific leadership competencies.
• Our coaches use CMOE’s vast library of leadership-development resources to provide meaningful
• learning experiences that are tailored to each executive’s needs and development plans.
• We use a variety of coaching tools and methodologies:
  • Application assignments
  • One-on-one development on new topics or concepts
  • Behavioral and/or skills assessments
  • Tools and resources
  • Books and articles
  • Case studies
  • Discussion topics
  • Question-and-answer sessions
• One-on-one development on new topics or concepts
• Behavioral and/or skills assessments
• Tools and resources
• Books and articles
• Case studies
• Discussion topics
• Question-and-answer sessions

Refer to our FAQ for more information on how CMOE successfully coaches individuals through their development journeys.

Executive Coaching is a one-on-one process that provides executives and senior leaders with a learning-and-development opportunity that is thought provoking and inspires concrete change, both personally and professionally. Executive coaching allows individuals to maximize their leadership potential by leveraging existing strengths, minimizing weaknesses, and addressing key organizational initiatives.

Executive Coaching is a program for managers or executives at any level in the business who need to improve their leadership capabilities or become more effective as leaders. It can also be a valuable way to prepare high-potential leaders for future roles.

We all have “blind spots,” areas of weakness that we don’t recognize and that undermine our success. Through Executive Coaching, those weaknesses can be identified, understood, and overcome through targeted development activities. It’s not easy to evaluate ourselves, which is why it’s so valuable to have a coach—someone to help you through that process and provide the tools and resources needed for success.

Some situations that might signify a need for coaching include the following:

• Organizational change
• Rapid growth in the business or a heightened competitive landscape
• Transitioning into a new role
• Cultural realignment
• Succession planning
• Retention of high-level employees

Prior to beginning an executive-coaching process, information must be gathered about the executive’s needs. This may include having discussions with the executive and his or her team, peers, human resources department, and manager in order to gain a complete picture of the leader’s strengths, opportunities for improvement, leadership and communication styles, experience and track record, and leadership potential. The data-gathering phase of the process may also include various assessments of the executive; this will help the Executive Coach better understand the executive’s personality profile, strategic abilities, and leadership style. After the data are collected and analyzed, a customized coaching plan is developed to meet the executive’s specific needs and the objectives of the executive’s role and the organization’s initiatives. The executive is also given a complete report which outlines his or her strengths and critical areas for feedback and development.

The Executive Coaching process typically requires the executive to complete in-depth study of the development areas identified within a three- to twelve-month time frame. Being introduced to new concepts, implementing new behaviors, journaling thoughtful responses to coaching questions posed and writing about personal growth, and measuring the impact of the coaching experience and the changes being made are typical aspects of coaching; the Executive Coach guides the leader being coached through this process.

There is a wide range of potential competency-development topics and areas for growth that can be addressed by the Executive Coaching relationship. The following list is not exhaustive, but it does serve to illustrate some of the areas that could be identified and targeted for development during the Executive Coaching process:

• Accountability
• Business Acumen
• Communication Skills
• Coaching
• Collaboration
• Creativity
• Dealing with Conflict
• Decision-making
• Patience
• Delegation
• Emotional Intelligence
• Execution
• Information-sharing
• Innovation
• Trust
• Listening Skills
• Managing Adversity
• Managing Ambiguity
• Measurement and Scorecards
• Planning
• Problem-solving
• Stress
• Strategic Thinking
• Teamwork
• Time Management

There are many reasons why leaders may wish to engage in one-on-one Executive Coaching; each leader is different and the challenges they face will vary. The following list illustrates the range of issues that might be covered in an executive-coaching program. This list is based on the leadership needs that CMOE’s Executive Coaches typically address:

• Shifting from a micromanagerial, command-and-control style of management to a leadership style that is more collaborative.
• Increasing productivity and producing better results in an underperforming organization, business unit, or team.
• Creating a culture of accountability and empowerment.
• Building creative, high-performance teams by helping the leader’s team members work through interpersonal tension and discord.
• Developing or refreshing business strategy to set a clear direction for the business or areas of the business that the leader oversees.
• Enhancing the leader’s communication skills and ability to successfully interact with others, focusing specifically on coaching, providing useful feedback, and setting expectations.
• “Managing up” and influencing other leaders.
• Preparing for new roles or the launch of an important new project.
• Transitioning into a leadership role and understanding important leadership competencies.
• Identifying obstacles and building upon key leadership competencies such as time management, emotional intelligence, influence, and execution.