THINK&CHANGE

Why Executive Clients Request Coaching

Why Executive Clients Request Coaching

 

  • Individualized, ongoing guidance and insight to support their career and performance development. Support for the achievement of their identified goals.
  • Support for professional development, succession planning, and performance improvement plans. Alignment of individual and organizational values and behavior.
  • Build their confidence, self-esteem and resilience. Increase their self-love. Reduce stress. Establish and sustain trusting relationships with others and strengthen their teams.
  • Reconnect or stronger connection with spirit. Inner peace. Improve their health, get rid of addictions.
  • Enhance skills and proficiency in conflict management including having meaningful, “courageous” conversations.
  • Accept accountability and hold others accountable.
  • Enhance their overall ability to connect with their staff in effective and meaningful ways.
  • Facilitate their ability to positively influence staff.
  • Identify and implement methods to overcome self-limiting and counterproductive behaviors that negatively impact trust and respect.
  • Become aware of and utilize various tools to promote successful change management including overcoming resistance to change.
  • Strengthen their role as “communicators” encouraging dialogue with staff, cascading and distilling organizational information.
  • Provide a fresh perspective, encouragement and ongoing support to identify and change ingrained habits and behaviors.
  • Move beyond accustomed ways of looking at issues.
  • Encourage self-discovery, and develop partnerships to generate solutions and strategies.
  • Hold personal accountability and responsibility for achieving their development goals.
  • New or enhanced skills to be a more effective leader.
  • A clear vision of their development goals.
  • A concrete plan to successfully achieve their stated goals.

The organization will also benefit from the Leader receiving coaching as it facilitates:

  • Developing, supporting and retaining effective leaders contributing to an effective succession planning program.
  • Supporting a psychologically safe workplace.
  • Achievement of the organization’s operational mandate and strategic plan Building synergies within teams.
  • Achieving successful organizational change and so on.

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