Nutrition presentations, wellness retreats, corporate event parties, professional keynote speakers, stress presentations.

nutrition presentations, corporate parties

EXECUTIVE COACHING

THE RISE OF EXECUTIVE COACHING:

There are four reasons why coaching has become the phenomenon of the business and professional worlds.

The passage of the baby boomers. In the 60's boomers were students of what became known as The Human Potential Movement (Maslow, Perls, Satir, Rogers were great influences). Today they are teachers giving guidance in a business and economic world as turbulent as the 60's.
The rise of managed care has seen many psychologists moving into the world of business. They apply their knowledge of human nature to the transformation of executives, professionals and organizations through executive coaching.
Corporate trainers and consultants are aware that the learning cycle is not complete nor efficient without individualized follow-through coaching. Studies suggest only 8-12% of what is learned in traditional training is actually put to use.
The rise of sports consciousness and the competitive spirit have engendered the notion that we can push the limits of human performance. The logic form this is that: if coaching can improve the performance of sports luminaries, why can't it so the same for the executive or professional.

WHAT IS EXECUTIVE COACHING?

"The Executive Coaching process is intended as an intense, one-on-one, customized and personalized program designed to assist executives in enhancing their professional effectiveness and on-the-job performance through a series of positive, constructive and candid discussions" (EDG Consulting)

WHO SHOULD RECEIVE EXECUTIVE COACHING?

High potential managers being groomed or who have just taken on new or greater responsibilities.
Talented operations (technical) executives who are having difficulty moving to a staff role.
Aggressive, high performing managers whose staff feel intimidated.
Executives/managers who lack interpersonal skills
Executives/managers who lack team building skills
Executives seeking a growth/career opportunity

BENEFITS OF EXECUTIVE COACHING PROGRAMS:

Provides employees with an opportunity to enhance skills that will benefit their entire career.
Develops more effective working relationships among the management team.
Improves performance, productivity and profitability.
Assist employees in recognizing and dealing with blind spots in their behavior.
Helps recognize the impact of their style in achieving the results they desire.
Manages conflict and build greater organization support for their mission.
Directs and leads a team whether it be direct reports or a significant project group.
Influences key organization players
Recognized and deals effectively with resistance to organization change.
Successfully manages stress.
Sets and meets business goals.

COACHING FOR SUCCESSION PLANNING:

Determines what employee movement needs to occur
Focuses on management and development efforts of key employees.
Links HR Plan with the strategic business plan.
Identifies training needs both on an individual level and company wide.
Promotes overall "bench strength" - right mix of promotables and long term continuity managers.
Forecasts future recruiting needs.
Focus is on education, management skills, current performance, short term potential, future potential, key development needs.

COACHING FOR CAREER DEVELOPMENT:

Provides opportunities for individuals to identify and work on their own development and career objectives.
Provides employees with opportunity to give input into their own development.
Ensures that employee and career development is done in a systematic fashion throughout the organization.
Ensures employees have career opportunities information.
Ensures employees understand competencies for different positions.
Ensures understanding of experiences required for different positions.
Develops and works on a plan to help employees achieve their career objectives.

WHAT DISTINGUISHES AN EXECUTIVE COACH?

Executive coaching. In order to be an effective resource for the executive's development, executive coaches must possess a unique combination of maturity, professional skills and human qualities, such as:

a firm grounding in business knowledge and competencies
thorough understanding of the world of the executive leader
a broad understanding of leadership and leadership development
knowledge of systems dynamics of organizations and communities

Executive coaches possess a wide range of business knowledge, experience and expertise, enabling them to be thoroughly familiar and comfortable with the executive's world. They are comfortable coaching around complex issues and international agendas and able to discuss global issues, philosophical items, sociological issues or business issues of the day and future.

Executive coaches are able to discern patterns of behaviour and large scale systems that prohibit peak performance.

WHERE MIGHT IT BE HELPFUL?

There are many reasons why organizations hire executive coaches, such as:

leadership development
implementation of strategic goals
team development and a learning culture
induction of a new members of staff or staff into a new role
succession planning
career development
retirement and outplacement
personal difficulties of a key staff member

EXECUTIVE DERAILMENT

Most executives, managers, and professionals reach a point when they can potentially derail and face being moved on or even ejected. Frequently it's because they have a psychological blind spot that is visible to others, but not to themselves.

Some potential causes for concern include the following characteristics or poor personal skills:

Isolated - the perfectionist, where nearly everything has to be done their way
Unable to adapt - especially to different personality styles.
Too insensitive - just too abrasive
Too volatile - doesn't handle stress or being pressured
Poor communicator - relies on intuition and subtle messages
Too overambitious - constantly competing, has a need to be seen as powerful
Stuck in their own repetitious detail - can't handle change and innovation, just too cautious and action-averse.
Conflict-averse - cannot manage conflict constructively, is a poor agent for change and a bad negotiator.
Too controlling or too laissez-faire - can't collaborate or delegate
Too dependent on one skill - on natural talent alone, on just raw energy or the force of their personality.
Too rigid or too quick to act without regard to an overall strategy.
Lacks follow through - has great impact at the beginning but then fades out leaving unfinished business and loose ends.
Leaves people in no-where land - due to their unmet promises and commitments, accountability is not their forte.
Supports their own - favours people who fit their personality and/or likes.
Fosters mediocrity - rather than encouraging and hiring talented personnel.

In many cases under-performance is a simply the result of a person's blind spots and not an ability deficit. With professional coaching the struggling employee can successfully change thus saving the organization:

Exit costs
Lost training and development costs
Recruiting, hiring, and restart costs
Disruption, down time
The cost of resultant position reshuffles
Lowering of team morale
Disputed termination litigation
Loss of the person's accumulated industry knowledge, experience, and competitive information.

The coaching program sends out a clear single message to all key personnel that the organization cares for its people.

* Click here to receive our eNewsletter *

w e l l n e s s g u r u . c o m