Any leader who wants to develop as a leader and is open to coaching can benefit from executive coaching. All leaders new to their role should have an executive coach – the coach can greatly accelerate their time to success by leveraging their perspective and experience to help the new leader navigate new situations. Also leaders transitioning during times of change will benefit from executive coaching.

Yes, we coach leaders at the Director level and above. We also provide cohort development programs for leaders preparing for their next level leadership roles. Our work with C-suite leaders naturally leads us to work with team development as well.

The underlying process starts with assessment, development planning, implementation, and then measurement. Underlying the process is a trusting relationship that develops between the coach and individual being coached. A typical engagement involves two scheduled meetings per month along with just-in-time meetings or email exchanges to address issues that arise between sessions. Each session involves a personal and professional check-in, a review of homework, a discussion of “hot” issues, and discussion related to application of new skills being developed.

At the start of your engagement, you and your coach will agree on goals and objectives. Although these objectives will evolve over time, you may find at some point that you have really achieved the results you wanted to get out of coaching. There may also come a time when you no longer feel challenged by the coaching. Those are both signs that your executive coaching is complete.

At TBG we use our proprietary Satisfaction and Impact Measurement (SAMM) process which seeks to measure both business impact and client satisfaction. SAMM includes surveys for both the individual receiving coaching and that person’s leader to gain multiple perspectives. Sometimes repeating 360 assessment can be used to assess skill development as perceived by others. A follow-up 360 can help answer questions like: “Did the leader get to be their most effective in a shorter period of time?” and “Do their manager, peers, and direct reports notice a positive change in their approach?”

No, in fact ideally coaching is for high performing executives looking to grow and refine their skills.

Often yes, particularly for senior level roles. Getting off to a good start is critical because errors in interpersonal relationships can cause damage that can’t be repaired. There are unique challenges in a new role including potentially leading former peers, building a team, setting a shared vision and aligning expectations that a coach can be very helpful with.