Executive Coaching
Leadership Coaching for Growth Minded Professionals
Executive: from executives (Latin); having the power to carry out (of a plan, etc.); put into effect; enforce; (of a law, statute, etc.); to make decisions on behalf of others (exercising authority); lead role in the organization, unit, dept.
Executive coaching is for those who are charged with advancing the goals of the organization in a comprehensive way. They’re responsible for both determining how this happens—through clarifying roles, processes, plans, and outcomes—and then effectively leading the people who help to make it happen. Both of these domains must fit together seamlessly, which is why executive leadership is so challenging. The successful leader strives to gain awareness and skill in a number of important areas:
They need to be aware of how they impact others, their communication and conflict styles, stress reactions, and inner motivations that shape their interactions.
They need to be skilled at managing others: building relationships, establishing expectations, giving feedback, sharing power, setting boundaries, delegating, and so on.
They need to understand the power dynamics between individuals at different levels of the organization and how they play out in real-time.
They need to effectively lead important organizational functions, such as change management and process improvement.
They need to be able to lead leaders; those who are skilled, motivated, and smart.
They need to be adept at “leading from the front.” That is, inspiring confidence and respect through communication, meetings, large group gatherings, and across the broader organization.
They need to work skillfully within a larger organizational structure with its own flawed history, culture, personalities, and potential.
The best executives have an influence that transcends their role, title, or position. They’re not only more effective within their given responsibilities, but their informal influence also grows. One’s positive impact speaks for itself and others take notice.
My coaching method always begins with understanding the individual and their unique personality, work experience, skill set, and history. From there, we’ll work to clarify what success means to you and then map out a coaching process that helps you achieve this. Clients often look for a coaching relationship with one of three broad goals in mind:
Developmental Coaching
Are you successful in your current role and ready to prepare for the next step? Developmental coaching focuses on taking a good thing and making it better. Together we’ll identify your skills, strengths, and natural tendencies and create a plan that sharpens your natural skillset.
We’ll also address those areas of personal challenge that can undermine even the best of leadership intentions as you move up the org chart. The more authority you have, the more crucial it is to know your impact, both positive and not-so-positive.
Even if the next opportunity isn’t currently on your horizon, this kind of preparation sends the message to your organization that you take your influence seriously and are willing to do what it takes to refine it (not to mention you’ll feel revitalized in your current role).
Together, we will:
Utilize a variety of tools to evaluate your natural strengths, motivational focus, and current skill set (e.g., 360s, various assessments).
Identify and hone the skill areas most relevant to your style, experience, and leadership trajectory, using your current role as a learning lab.
Create a long-term development plan that you can refer to after our coaching relationship is over.
Establish you as a leader who advances the goals of the organization and is the kind of boss and colleague others want to work with. This is a rare find and is ultimately the best job security you can possibly have.
Situational Coaching
Are you leading your organization through a complicated transition? Are you in the midst of a personal leadership challenge? Do you have a specific leadership competency you’d like to see developed? Maybe you have a difficult work relationship that needs to improve? Whatever your situation, I’ll help you clarify the relevant issues and identify the steps needed to see your way through.
My role is to help you:
See both the forest and the trees; when you’re close to a situation it can be difficult to know where to begin and what to prioritize.
Develop the specific awareness and skills needed for your specific situation.
Create a development plan and help you be accountable to it.
Review documents, emails, and otherwise help you prepare for important meetings and conversations.
Simply put, be someone outside your system who understands at a personal level the demands of being an effective leader.
Sponsored Coaching
If you’re an HR professional or senior leader who has a struggling employee, you know that significant gaps in leadership ability will have a negative impact on your organization’s culture. Sometimes catastrophically so. While general leadership training is a good place to start, it might not be enough and one-on-one coaching can give that employee the best chance for success. The core of my coaching process is designed to increase self-awareness, self-management, and accountability to both oneself and the organization.
I accomplish this by:
Working directly with both the individual and organizational authority to establish goals and track progress. I make it a team effort.
Balancing directness with empathy to provide a safe, yet serious, coaching experience. I don’t shy away from difficult topics and yet keep the dignity of the individual always in view.
Creating a positive environment where coaching is seen as an opportunity, not a punishment.
Choosing a coach is a significant decision, but one that can have a positive impact for years to come. Even if you’re just exploring your options and trying to decide if this is something for you, I’d be happy to connect and share with you what I know. Even if we end up not working together, I can help you understand what to look for, what questions to ask, and how you can make the most of a coaching relationship. Let’s talk.
“I selected Lee as an Executive Coach because I valued his strengths-centered philosophies for both individuals and organizations. He delivers results through direct and insightful conversations that inspire change. He grows your viewpoint on how you can best serve the needs of your organization based on your unique abilities and personality. In his coaching, Lee strikes the right balance of developing both soft skills and tactical approaches within the workplace.”
“Lee never shied away from difficult topics and found a way to make talking about even the most difficult parts of leadership manageable by being open and inquisitive. He is an amazing guide that can help individuals identify the steps they need to take to reach the next level. I couldn’t appreciate his thoughtful questioning and willingness to offer suggestions more.”