“I started working with a coach thinking I’d do it for a year and then stop. After six years, I still find value in coaching. My coach knows me, my company and the people around me. She helps me understand all aspects of my work life. She only has one agenda: my personal development and my well-being.”
Vice President of Strategic Marketing
Executive coaching is the most highly individualized form of leadership development available. Coaching is based on the understanding that in order to be maximally effective, leaders must accurately identify their strengths and weaknesses, examine the impact of their behavior on others, and regularly and intentionally reflect on their values, goals, and effectiveness. An experienced coach can help a leader do all those things. Good coaches blend an understanding of behavioral and organizational dynamics with an expertise in psychological assessment, enabling them to tailor their coaching interventions to the unique needs of their clients. The support and accountability provided by the coach ensure that the goals of the executive coaching program are translated into lasting change.
Sometimes individual executives choose to pursue coaching for themselves; other times, a manager or a human resource professional recommends coaching for them. Either way, successful executive coaching can significantly improve personal, team, and organizational performance. The specific goals that lead executives or their organizational sponsors to initiate coaching include improving interpersonal skills, managing stress, driving change, preparing for professional advancement, and preventing derailment.
LDI’s executive coaching staff consists of highly trained and experienced coaches with diverse business and academic backgrounds. They are seasoned professionals with expertise in 360-degree feedback, leadership effectiveness, and organizational dynamics. All LDI coaches have advanced degrees and are trained to work closely and collaboratively with individual leaders and within organizational structures.
Years ago, coaching was viewed as a way to improve “problem” managers. In the late 1990’s, coaching became a perk for senior executives. Today, coaching is considered an effective process for helping managers – of all levels and abilities – meet their goals.
While the term “coaching” is used regularly in organizations, it often is just a catch-all phrase for skills training, instruction and daily guidance. Coaching – sometimes called management, executive or leadership coaching – is a process in which a qualified coach works one-on-one with a leader – the “coachee.” The coachee and the coach collaborate to assess and understand the coachee and the developmental task, challenge current constraints while exploring new possibilities, and ensure accountability and support for reaching goals and sustaining development.
Some companies provide coaching initiatives for new employees, employees taking new positions and high-potential employees, or those who need to improve their capabilities to succeed at the next level. Most coaching engagements are intended to help managers make progress on specific developmental goals. Coaching engagements usually last from six to 18 months.
A good coach will help you develop clarity of purpose and focus on action. With a coach you will work on making the specific behavioral changes you want to make, leverage your strengths to become more effective in your work; and identify and address development needs.
From the Center for Creative Leadership (CCL)’s April 2003 eNewsletter: Considering a Coach
All of LDI’s executive coaches are seasoned professionals with expertise in assessment, management and performance enhancement. They include doctoral level psychologists and business professionals with varied industry backgrounds. All LDI coaches have advanced degrees in relevant fields and are trained to work closely and collaboratively with individuals committed to professional and personal development.
In choosing a coach, you will need to consider a variety of factors. Not only will you want to consider the coach’s educational and professional background, but it’s also critically important that your coach be someone with whom you feel comfortable working in a close relationship. When you are considering establishing a coaching relationship, we will talk to you about your goals for coaching, learn a little about your career history and recommend two or three coaches that we believe might be a good “fit” for you. It is often possible to have brief conversations with up to three potential coaches before you make your final choice.
If you’d like to learn more about our coaching program, please feel free to call us (800-753-0444) and ask to speak with someone who can answer your questions about coaching, or email Maggie Dunn, Coaching Talent Lead at the Eckerd College Leadership Development Institute.
“As part of Rinker’s efforts to provide senior managers with ongoing leadership development, we worked with EckerdCollege to customize a program to fit our needs. Every manager who went through the Eckerd training was given the opportunity to continue working with his or her executive coach from the program. For me, coaching has been a remarkable experience. While I initially anticipated that it would be an interesting process, it has turned out to be so valuable that I sometimes wonder what I did before I had a coach.
As I had expected, coaching does provide me with objective feedback and perspectives, but in addition it has provided an opportunity for regular self-reflection. It is a great way for me to keep track of my own thoughts and feelings about my career progression and personal development. To have someone outside the organization to bounce ideas off of in a completely confidential manner is helpful in itself. But it’s truly an exceptional opportunity to be able to discuss an issue with someone who knows my history, who can help analyze the situation, and who can dissect the problem to its core components. My coach encourages me to consider various options and clarify which solutions are most in line with my goals. She reminds me where I have been, what my goals are, and what I need to work on, which helps me stay focused on what’s most important to me.
Coaching requires a minimal time commitment—for me just one hour per month—but reaps such huge rewards. I think about our conversations a great deal in between sessions, and that helps me to make better decisions and confront issues more directly when faced with them. I am much more aware of how I am being perceived. I have also figured out how to be direct without coming across as cold or uncaring. I believe that all leaders should be proactive in seeking out a coach as they are moving up the corporate ladder. A coach can help you to hone skills, increase your self-awareness, and ensure time for regular reflection.”
– Monica Manolas, VP of Human Resources and Operations Performance,
Rinker Materials Corporation, Concrete Pipe Division
“My coach provided guidance in translating the information and tools from the workshop into an individual action plan. I was determined to walk out of the program with a well defined plan that addressed business planning, process, and employee relations. I have been tremendously successful in accomplishing 13 of the 15 action items over the course of a year. The result is a better work environment and increased sales performance. My coach was critical to my success as an effective manager, giving me not only the tools but the guidance and continual support to implement my plan.”
– Kelly Sooter, Head of Domestic Home Entertainment, Dreamworks
“The executive coaching program is a powerful process in which the coachee can focus on people management skills and boost performance to high levels in a very short time. With encouragement from the coach, the client develops a heightened self-awareness which is, for sure, the key to success of the program.”
– Vice President, Human Resources, Citibank, Colombia
For the 17th year in a row, the Financial Times ranks CCL as one of the world’s Top 10 executive education providers in the 2018 survey of executive education! CCL remains the only institution among 85 in the survey focused exclusively on leadership development.