Executive Coaching

Aligning character, values and skills
to develop effective leaders.

Executive coaching is a personalized approach to developing those skills in a safe, confidential working relationship. Expect to increase your self-awareness, find better ways to leverage your natural leadership strengths, and become self-correcting on the potential obstacles that can stall your career.

Often, the assumption that strong performers, skilled at getting exceptional results through independent efforts, will be effective at managing and leading people. Savvy organizations understand that the shift from being an independent contributor to leading people requires a different skill set, which is what we provide through executive coaching.

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Assessment and Feedback Process

The respondent’s self-presentation of his/her identity is the basis for the Hogan assessments; therefore, small shifts in identity lead to small shifts in assessment results.

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Self Insight

Individuals gain self insight as a result of receiving feedback about their reputation.

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Behavioral Change

New self insight can form the basis for goal setting and, ultimately behavioral change.

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Behavioral Consequences (Reinforcement)

Behavioral changes are positively or negatively reinforced by others.

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Identity

Very slowly but surely, reinforcement could lead to small shifts in one’s identity.

Executive Coaching – What to Expect

The more invested in and committed to the transition from individual performance to leadership excellence, the greater potential for success. Generally, this process requires three to nine months, depending on the individual, situation and organization.

  • Assessments

    • Meet with you (and if appropriate, your supervisor and/or human resource representative) to define goals of the engagement and what success looks like.
    • Complete a Hogan Leadership Assessment, which will offer insights into how you come to work and get things done with and through people, potential career derailers, and the values that have greatest meaning in your work and professional life.
    • Explore career history, work preferences, role challenges and opportunities, sources of conflict and stress, and professional goals.

  • Interpretation and Analysis

    Review the Hogan’s assessment results (and if appropriate, review with you and your supervisor/and/or human resource representative), discuss patterns and themes in the results that either add to your effectiveness or undermine your efforts, and identify behaviors that will make you a stronger leader.

  • Action Plan Creation

    • Create an action plan focused on improving your ability to communicate a strong and compelling vision, your ability to identify, initiate and implement change, and your capacity for using resilience and emotional intelligence.
    • Define what success looks like and how to measure it – a 360 review, a follow-up meeting with your manager, etc., to assess your improved effectiveness.

  • Practical guidance

    • Activate plan by implementing strategies and tactics specified.
    • Meet regularly (biweekly or monthly, depending on your development plan) to discuss your progress and provide additional guidance as necessary.

  • Milestone Review

    • Meet with you (and, if appropriate, with you and your supervisor/human resources representative) to continue to develop stretch assignments and behavior changes focused on leadership challenges.
    • Determine next steps for your continued success.