Executive Coaching

Executive Coaching For Senior Executives

Coaching engagement
Protocol of engagement
Engagement phases
Benefits of executive coaching

"Coaching is now part of the standard leadership development training for elite executives and talented up-and-comers at IBM, Motorola, J.P. Morgan, Chase, Google, GE, Hewlett-Packard. These companies are discreetly giving their best prospects what star athletes have long had: a trusted advisor to help reach their goals."


Coaching engagement Resonance Executive and Team Coaching coaches Senior Executives to maximize their personal performance and to produce change that will resonate within the organization. The Executive Coach acquires the status of a "thinking partner" and trusted advocate; the coaching engagement becomes the catalyst for self-reflection and growth.

In a position of authority, with decisions to be made, issues of employee engagement, resistance to change, conflict, reluctance to collaborate, and lack of motivation can be challenging. Executive Coaching can prove instrumental in helping an executive to review these issues to gain insight and provide a new perspective in dealing with difficult issues with more certainty and a renewed sense of confidence.

With the exponential research that has been done on the importance of leadership and emotional intelligence, executives today are more aware of the impact of their emotions and cognizant of the importance of empathizing with others. This has made executives more receptive to learning and skill-development opportunities, including realizing the competitive advantage of being an emotionally intelligent leader.

Using a Solution Focused, forward-looking coaching approach, we will keep you energized and focused on your key objectives. We specialize in helping executives to:
  • create self-awareness to make sustainable behavioral changes
  • highlight on how the executive is perceived, what makes him/her successful
  • illustrate traits and characteristics demonstrated on a daily basis
  • close the gap between existing and desired behaviors
  • evaluate and enhance internal communication
  • identify self-created barriers, derailers, and unconscious blind spots
  • leverage on existing strengths and build on key competencies
  • become aware of conflict style and leadership style
  • engage in ways that build commitment and accountability
  • enhance executive presence - to engage, connect, and influence

2Protocol of engagement 
Protocol of coaching engagement We acknowledge that our clients are the foremost experts on their lives and their organization. It is the Executive that drives the session and the Executive Coach that determines the process. The coaching relationship is built on clearly defined goals, mutual trust, and respect between the parties in the coaching relationship. It is at the discretion of the Executive to include any key stakeholders, board members, and other key people in the Executive's life. Although we consider the Executive to be the "expert", one of the primary areas in the coaching engagement is partnering with the Executive to enhance self-awareness. Knowing oneself is a precursor to knowing others. As an Executive, it does not matter how educated or experienced you are, we all have blind spots that can cause us to misdiagnose problems, overlook solutions, and miss opportunities. Our mandate is to enhance self-knowledge, improve performance, and evoke success.

"He who knows others is wise,
      He who knows himself is enlightened."

Lao Tzu

The coaching engagement is formally laid out in writing including the ground rules, confidentiality terms, time frame, and specific goals that will constitute measures of success. All the key stakeholders are identified - the executive, the coach, and the sponsoring organization. A contract is then signed. Once an agreement is made to conduct a full engagement, we have several meetings to form the foundation of trust, mutual understanding, discuss actions, and accountability. We use a variety of techniques and tools including: personality assessments, emotional intelligence surveys, leadership profile, 360-degree leadership trilateral measure, character strengths survey, conflict profile, and any other assessments that are deemed relevant to the coaching engagement. Once the assessments have been administered, the data is analyzed and there is a comprehensive debriefing with the executive. From this information, and, in combination with other data, both coach and executive chart the course for the coaching sessions.
 1Coaching engagement 3Engagement phases 
Executive coaching engagement phases PHASE 1: PRE-COACHING INTERVIEW
  • establish objectives, create awareness, and insight
  • gather information to determine current reality
  • discuss assessments
  • establish coaching agreement, formulate clear goals
  • administer assessments
  • conduct interviews
  • Coach and Executive review assessment results
  • identify coaching objectives
  • create a "roadmap" action plan
  • identify top priority objectives for coaching
  • formal coaching sessions to maximize professional potential
  • assessment of progress
  • follow-up meeting(s) 6 weeks after completion of engagement
  • monitoring on-going development
As coaching is a dynamic process, the issues and conditions being addressed, at any given time, may need to be reframed.

The program for Executive Coaching/Leadership Development is 12-months, employing a combination of in-person (twice a month) and Skype/phone meetings. This duration allows for ample time for the Executive to make progress with goals, to measure progress, and to build in methods for long-term development.

Resonance Executive and Team Coaching aligns with the International Coach Federation's philosophy and Code of Ethics.
 2Protocol of engagement 4Benefits of executive coaching 
Benefits of executive coaching (Return On Investment R.O.I.) How will you know if you have gained from the process? Outcome depends on the goals and commitment to the coaching engagement.

For the executive, coaching will increase functionality, self-awareness, effective leadership and this will trickle down to organizational effectiveness. Our role is to help you discover your strengths, to determine what is working, and how to capitalize on those strengths to optimal performance. Further, coaching will involve how to lead with influence and that involves executive presence - showing confidence, assertiveness, competence, optimism, trustworthiness, being impactful, and the power to persuade.

For the organization, executive coaching aligns strategic goals with actions, exacerbates entrepreneurial thinking, enhances relationships with departments, divisions, and team leaders (both internal to the organization and external).

Organizational studies have shown that the Return on Investment (ROI) for organizations that have used Executive Coaching are more than six times their investment. Coaching provides a customized, focused learning experience designed to strengthen and develop competencies.

Why Coaching Works
 3Engagement phases