Executive & Team Coaching

"The bad leader is he who the people despise;
  The good leader is he who the people praise;
  The great leader is he who the people say,
  We did it ourselves!"

Peter W. Senge
  The Fifth dicipline: The Art and Practice of the Learning Organization (2006)
Coaching engagement Resonance Executive and Team Coaching differentiates and addresses different levels of leadership - from examining one's own particular leadership to understanding one's role in leading others (as supervisor, manager, senior leader of an organizational division or team).

There are several areas that we consider very important to the success of leadership coaching:

• leadership presence - to engage, connect, and influence
• growth mindset
• leadership style and the assumptions about leadership
• leadership through times of change
• emotional intelligence - as a cornerstone of a great leader
• communication - involves inclusion, clear direction, meaningful interaction
• improvement and supporting the concept of a learning organization

Coaching is successful when, first, a client is willing to explore their own values and how their values set the parameters for decisions, commitments to organizational goals, and serve as guides to action. Second, self-expression, consisting of self-awareness and the ability to express oneself. Based on the work of Kouzes and Posner (Leadership Challenge, 2012), there are three stages of self-expression:

• looking outside yourself for the tools and techniques others have used
• looking inside yourself to see what you need to improve
• moving on to become an authentic leader by merging the lessons from your
inner and outer journeys

2Protocol of engagement 

Protocol of engagement The coaching engagement is formally laid out in writing including the ground rules, confidentiality terms, time frame, and specific goals which will constitute measures of success. All the key stakeholders are identified - the leader, the coach, and the sponsoring organization. The 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.

Leadership coaching engagement phases We use a seven-phase process to ensure that we achieve your goals. This includes assessments, a Leadership Development Plan that is created collaboratively with the coach, leader, and sponsor that engaged the coaching. This is to ensure alignment of goals and expected results. Our customizable approach unfolds in phases over a one-year period. In addition, we provide 1 or 2-day workshops to ameliorate leader and organizational outcomes.

PHASE 1: PRE-COACHING INTERVIEW

• establish objectives, create awareness and insight
• determine key stakeholders
• gather information to determine current reality
• discuss integration of assessments
• establish coaching agreement

PHASE 2: ASSESSMENTS

• administer assessments, conduct interviews with leader and key stakeholders with regards to behavioral change

PHASE 3: ALIGNMENT

• on-site interview between leader, coach, and sponsor
• debrief assessments, conduct interviews with leader (and if agreed-upon, other key stakeholders)
• identify coaching objectives
• align coaching goals with organization's principal objectives

PHASE 4: CUSTOMIZED COACHING PROGRAM

• create a "roadmap" action plan
• identify top priority objectives for coaching

PHASE 5: COACHING SESSIONS

• formal coaching sessions (agreed-on between coach and leader)
• key stakeholders involved, when appropriate

PHASE 6: TRANSITIONING OUT OF THE COACHING ENGAGEMENT

• leader will prepare a one-page overview of learning and key action steps to continue progress achieved
• client (sponsor) fills out post-coaching form to facilitate direction, provide clarity of action, and next steps
• meeting with leader and (if agreed-upon) sponsor, key stakeholders
• assessment of progress

PHASE 7: POST-COACHING FOLLOW-UP

• follow-up meeting 6 weeks after completion of coaching engagement
• monitoring on-going development

 1Coaching engagement 3Engagement & outcome 

Coaching engagement and coaching outcome As coaching is a dynamic process, the issues and conditions being addressed at any given time may need to be reframed. Resonance Executive and Team Coaching will provide energizing personal support and advocacy throughout the coaching engagement.

Leadership coaching outcomes could include:

• relating to others with greater awareness
• increased direction and focus
• uncovering blind spots
• greater comfort with "not knowing" and learning from mistakes
• optimizing emotional intelligence skills
• awareness of conflict style and leadership style
• enhanced leadership competencies
• greater ability to deal with difficult employees
• willingness to take strategic risks
• being able to influence, persuade, and empower employees
• decreased stress, greater resilience

Organizational outcomes could include:

• better working relationships with direct reports, colleagues, bosses, employees
• behavioral change towards direct reports, colleagues, bosses, employees
• capacity to engage others in ways that build commitment and accountability
• demonstrating competence in addressing conflict
• higher accountability, engagement, results
• increased employee engagement, employee morale, employee retention
• shifting the lens of Positive Organizational Scholarship - increased emphasis on positive human potential, augmenting character strengths, vitality, and resilience
• positively affecting organizational culture and workplace diversity
• retention of high level leaders and teams

 2Protocol of engagement 4Assessments for development 

Assessments for leadership development We provide a full battery of assessments to provide a non-bias third-party perception of beliefs, behaviors, personality work styles, abilities and competencies. Our 360 multi-rater reviews are trilaterally implemented through surveys , interviews, and observational reviews. Patterns are identified and comprehensive customized reports are created.

Leadership Practices Inventory® (Self) As Resonance and Executive Coaching believes in best practices, we measure leadership performance with the Leadership Practices Inventory® (LPI) as well as other measures that we believe would be instrumental in enhancing a leader's development. These measures will be discussed with the leader and sponsor.

The Leader Practices Inventory® is one of the most widely implemented, extensively researched leadership development tools. Developed and rigorously tested by Jim Kouzes and Barry Posner (The Leadership Challenge, 2012), this instrument approaches leadership as a measurable, learnable, and teachable set of behaviors.

Leadership Practices Inventory® 360 The Leadership Practices 360-degree Inventory® helps individuals and organizations measure leadership competencies . The LPI® 360 consists of the LPI® Self (completed by the Leader) and the LPI® Observer (completed by multiple raters from the boss, senior executives, colleagues, direct reports, and other observers).

After completing the LPI® assessments, the leader will receive a Feedback Report. The report will identify a leader's behavior as outlined in the Five Practices® and the Ten Commitments of Exemplary Leadership®. Being aware of the latter will help the coach and leader to plan a course of action which will generalize to organizational challenges and improve the performance of the leader.

GROUND RULES FOR COACHING ENGAGEMENT Ground rules for coaching leaders - there must be clarity with regards to what will be shared (or not shared) with the sponsor, key stakeholders, human resources and other parties involved with the leader.

Ground rules for involved stakeholders. You need to let go of the past, be helpful and supportive, feel enlightened with regards to areas of improvement.
 3Engagement & outcome 55 practices & 10 commitments 

Five practices & ten commitments
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 4Assessments for development