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CLIENT TESTIMONIAL

"Managing a large group and diversified company requires a strong management system, Leksana Teguh worked with us in redesigning our corporate structure in 1999. He has guided us with a very fundamental and essential change to manage this big organization effectively"   Read more

ORGANIZATION

PEOPLE

EXECUTIVE COACHING

 

 

QUOTE OF THE DAY

 

 

ARTICLES

1.NLP

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2. Leadership

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3. CBHRM (Competency)

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4. Performance Management

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5. Learning & Development

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Executive Coaching

What is executive coaching program ?

Executive coach is about helping leaders in an organization to get unstuck from their dilemmas and assisting them to transfer their learning into results for the organization. In the past, many senior executives, who were committed to personal and staff development would sink considerable resources into often haphazard training programs, only to see that investment vanish into a black hole from which neither people nor company gained much benefit.
ECP is often given in a form of one-on-one coaching with senior executives. Coaches will interact with this individual in coaching interactions consisting of:

1. Share conceptual frameworks, images, and metaphors with executives
,
2. Encourage rigor in the way leaders organize their thinking, visioning, planning,     and expectations,
3. Challenge executives to their own competence or learning edge,
4. Build leaders's capacity to manage their own anxiety in tough situations.

What and When executive coaching program is needed ?

1. Coaching for skills.

Coaching for skills involves a dynamic interaction between executive and coach. It is distinct from teaching, which relies on one-way telling and instruction; rather, it requires a deliberate process of observation, inquiry, dialogue and discovery. The essence of coaching executives is helping them to learn, rather than tutor or training them
When  : "I need to sharpen my skills for ... "

"I know how, but I don’t always do it well."

Who : Any executive, manager, or individual contributor

Why : Better skills. The primary focus is to sharpen executive's skills for a current project or task

What   : Executive works with coach to:

  • Assess current skills
  • Clarify expectations for current project or tasks
  • Prioritize the executive’s needs for present project or tasks
  • Plan for skill building
  • Enhance effective action
  • Improve (to some extent) learning agility

2. Coaching for Performance.

Coaching to correct performance involves interventions to remedy problems that interfere with an executive's job performance or that risk derailing a career

When  : "there's pressure to improve..."

"I need to do a better job at..."

"I am not aware of my impact on..."

"I haven't made a commitment to doing it well"

Who : Senior executives, key performers, or executives at risk

Why : Better performance. The primary coaching focus is to improve executive's effectiveness in a current job or role. Coaching session often addresse one or more core competencies for the executive’s current success

What   : Executive works with coach to:

  • Assess current competencies for present job
  • Clarify expectations for current performance
  • Prioritize the executive’s needs for present job performance
  • Plan for continuing improvement
  • Enhance effective action
  • Improve (to some extent) learning agility


3. Coaching for Development.


"Development" is used broadly to refer to the executive's competencies and characteristics that are required for future job or role and may entail considerable growth. Over time, an executive's personal growth and development process is one of becoming more open (able to entertain alternate perspectives), differentiated (able to draw from distinctions) and integrated ( able to weave these differences into an increasingly complex whole).

When  : "I'm being groomed for advance..."

"I'm being promoted to..."

" I am considering a career move into..."

"I'm in the succession planning pool for ..."

Who : Promising people and high potentials

Why : Better development. The primary coaching focus is to prepare the executive for a future position, e leadership role, or career move. Coaching sessions often address one or more competencies for future success

What   : Executive works with coach to:

  • Assess current competencies for present job
  • Clarify expectations for future performance
  • Prioritize the executive’s needs for future job performance
  • Plan for continuing improvement
  • Enhance effective action
  • Improve (to a significant extent) learning agility

4. Coaching for An Executive’s Agenda.

"Executive's agenda" is used broadly to refer personal, business and /or organizational issues or concerns. Often this coaching covers important issues for executives and their organizations that are otherwise overlooked, particularly during change initiatives, layoffs, or company downsizing. Sometimes the sessions border on life coaching, as the executive consider his or her life purpose and personal challenges.
When  : "It's lonely at the top...."

"I'm in over my head."

"I need a talking partner for ..."

"I'm facing a big challenge at..."

Who : CEOs and heads of a business or major business function.

Why : Better business results. The primary coaching focus is on the executive's agenda, including better business results. Coaching sessions often address executive's agenda in the broadest sense.

What   : Executive works with coach to :

  • Develop more ideas and options
  • Prioritize the executive’s needs
  • Plan for the executive’s agenda
  • Obtain better support for the executive's agenda
  • Enhance effective action
  • Improve (to a variable extent) learning agility

Coaching for the executive’s agenda can be ongoing and is highly variable depending on the issue. These distinct executive coaching roles are essential to recognize for the following reasons.