The Issue

The leaders of companies have a huge impact on the direction and effectiveness of their organizations and the people who work in them.  While most executives are highly competent individuals, sometimes the very fact that they are the boss, leads to a filtering of information coming in and a "tunnel vision" based on the leader's expectations--people may agree simply because the boss is the boss.

Having an independent, unbiased, and objective mechanism to truly guide the leader is very important.  This is where Leadership Coaching comes in.

The return on investment for this practice has been shown to be enormous.  In a study published at the ICF Annual Conference in 2001 showed an ROI six times the cost of the coaching.  In another study, nearly 80% of executives reported that the coaching had a "significant' or "very significant" effect on their performance.

The Solution:

The Relationship
Building a relationship based on the trust and rapport between the coach and the executive allows the coach to acquire the critical insights necessary to help guide the leader.  It also allows the Corvus expert to, when necessary, tell the sometimes critical truths in a way that the executive can hear and respond to.

Having a strong coaching relationship allows the coach and leader to explore the difficult and sometimes repetitive problems that the executive experiences without being judgmental. This lets the coach facilitate a discovery process without advising a specific solution, thereby keeping the ownership of the issue with the leader.  Doing this, the executive achieves a new way of looking at the issues and allows resolution of career limiting leadership challenges

The Information
A first step in coaching the executive is to identify the critical business objectives of their organization and determine how their leadership style either supports or interferes with achieving those objectives.   As an executive rises to increasing level of responsibility it is harder to get unbiased information about their leadership effectiveness.  Initial interviews help to understand how the leader perceives his or her leadership effectiveness.  By testing those assumptions with their key stakeholders within and outside of their immediate team, a customized 360 degree assessment gives the leader insights into those leadership behaviors that are essential to the accomplishment of the business objectives. Using this data to build an action plan provides the road map for the coaching process and provide a way of assessing progress.

The Behavior
In f
urther interviews, the leader reviews critical data about their leadership effectiveness.  The executive and Corvus coach jointly craft a customized action plan which gives the client a guide to implement leadership strategies that will result in sustained performance improvement for themselves and their organizations.  Each subsequent individual coaching session has a specific objective based upon the action plan.  The sessions review progress since the last session and develop an approach for tackling continuing challenges.  These are folded back into the action plan for another improvement cycle giving the executive a set of continuous growth challenges and feedback.

 

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