Customized executive coaching relationships are designed to grow leaders and high-potentials, in order to advance careers and move organizations forward.
AWC’s coaching approach is based on the following philosophical and process underpinnings:
- Professional development is a guided process, which requires awareness, motivation and skill-building. Executive Coaching creates a dedicated and safe space for professionals to engage in a process of action and learning. The Coach plays multiple roles, including thought partner, accountability source, mentor, consultant, truth-teller and champion.
- Through initial self-assessment and data-collection, the Coachee’s goals, strengths and development areas are identified. Coaching supports the building of critical self-awareness by helping the Coachee understand where their self-perceptions are accurate and where there may be gaps with others’ assessment of them. Various assessment tools and 360 evaluations may be used.
- Based on the assessment findings, the coaching focus is clarified, typically on 3-5 prioritized areas. Goals are identified with clear, specific and measurable/observable outcomes (“speak clearly and concisely in team meetings” vs “improve my communication skills”). Focus is on steady, realistic and achievable successes.
- An Individualized Development Plan (IDP) serves as a roadmap for the coaching engagement. The IDP creates structure, accountability and alignment of key parties. This plan can be shared with the Sponsor, or can remain confidential. (If your organization has a preferred format for IDPs, we can work with that, or suggest a template.)
- Developmental relationships provide continuous feedback, challenge and support. The Coach plays all of these valuable roles, and also strongly encourages the Coachee to identify others in the organization who can aid in their growth.
- At the completion of the engagement, progress is assessed and focus areas are set for the future.
Throughout the engagement, we use behavioral based and results-oriented coaching techniques. Typical focus areas tend to be:
- Leadership development
- Role transition
- Goal setting and execution
- Effective decision-making
- Delegation and development of others
- Communication skills
- Team effectiveness
- Time management
- Career navigation