You have been promoted. What comes next? In a leadership role, you are no longer an island. Your practices, interactions, and attitudes will affect those around you, for better or worse. Recognize your power to contribute to your firm's success not only through your individual production, but also through enhanced leadership, management, and relationship-building skills. Executive leadership coaching can help you reach development goals that will align with your firm's strategic objectives and maximize your impact.
As a leader, you are busy. Demands on your time come from all directions, and putting out fires can become a way of life. Non-urgent tasks, even if highly important for your career advancement, drop to the bottom of the list. But designing a strategy for managing your stakeholders, building key relationships, and communicating your value can pay enormous career dividends. Leadership coaching can help you create a systematic plan to build these high-impact practices into your schedule.
Evolving from a talented individual contributor into an effective leader takes time. But developing strong leadership skills can provide significant benefit for both the leader and the organization. When your team members feel empowered, trusted, and free to use their talents creatively, they strive for higher goals, improve the firm's profitability, and value their position in the organization. Use coaching to become an inspiring leader who energizes your team and retains top talent.
In this phase, coach and client assess the intent for the coaching engagement, evaluate the potential for success, determine whether they want to go forward, and create guidelines for establishing the coaching partnership.
In the second phase, coach and client gather information to inform the coaching goals. In addition to asking the client questions, the coach may gather additional data through evaluations, assessment tools, and stakeholder interviews.
Based on the assessment data, the coach and client create a coaching plan that includes an overarching goal, behavioral sub-goals, strengths, inner practices, outer behavioral changes, and measures of success.
This is the heart of the coaching process. Coach and client explore insights, challenges, and successes that the client experiences while working the plan. As new learning takes place, new possibilities are revealed.
The last stage involves examining the overall effectiveness of the coaching. Coach and client measure coaching outcomes, develop a long range plan to sustain the client's success, and establish a framework for follow-up support.
In addition to achieving career and personal goals, through coaching, the leader develops new awareness and presence. He or she becomes self-generative, with the capacity to observe and coach himself or herself through future challenges.
Social and emotional intelligence is the ability to be aware of our own emotions and those of others, in the moment, and to use that information to manage ourselves and our relationships. Many researchers believe that our individual success in work and life is driven far more by our emotional intelligence than by our cognitive intellgence. On an organizational level, social and emotional intelligence has been proven to boost sales, increase profitability, reduce turnover, and transform an organization's culture to one of creativity and collaboration. As a certified Social + Emotional Intelligence Coach, I work with my clients to identify strengths and build their emotional intelligence (EQ) competencies, including powerful influencing skills, communication, visionary leadership, conflict management, teamwork and collaboration, and building trust. Find out how building your EQ can move your career and your organization forward.