What is Coaching?

A personalized, one-on-one development process designed to help leaders maximize their effectiveness and contribution to the organization.

  • Focuses on leveraging the strengths and building the key skills needed to achieve desired business results
  • Promotes learning from real-life situations – both successes and failures-- as they occur
  • Develops the leader’s capacity to be continuously self-correcting
  • Includes agreed-upon ground rules, timeframes, goals and measures of success

Why Coaching

  • The most powerful methods for growing leaders are those that occur on the job
  • We can’t always find or buy the leadership we need.  We must have more bench strength within NASD.
  • Leadership talent is in high demand. Competition among companies for this talent will intensify.
  • Coaching can obtain impressive results. 

Manchester, Inc. Comprehensive Report on Results of Executive Coaching

  • 100 executives in mostly Fortune 1000 companies found an average ROI of 5.7 times the initial investment in coaching
  • Percent of Executives Reporting Company Improvements:

            53% - Productivity
            48% - Quality
            34% - Retaining executives who received coaching
           23% - Reducing costs
            22% - Bottom Line Profitability  

  • Percent of Executives Reporting Personal Improvements from Coaching:

            77% - Working relationships with direct reports
            71% - Working relationships with immediate supervisor
            67% - Teamwork
            63% - Working relationships with peers
            61% - Job satisfaction
            52% - Conflict reduction

Why do High Performers Need Coaches?

  • Strengths can become weaknesses as roles change.
    • (e.g. As technically excellent staff move into leadership roles, they may over use their technical skills and under emphasize their interpersonal and leadership skills.)
  • Success can lead to resistance to personal change.  Their past performance led to excellent results.  Why should they consider changing?
  • Weaknesses that could be overlooked in light of high performance now matter in new roles.

 Benefits of Coaching

  • Improve organizational performance and achieve business goals
  • Build leadership bench strength
  • Maximize the contribution of the strongest players
  • Increase the likelihood of success after promotions
  • Reduce the impact of obstacles to performance
  • Retain and motivate high performers
  • Demonstrate organizational commitment to high performers
  • Demonstrate that the organization values leadership

 Recognizing Openings for Coaching:

  • Performance Evaluation Results (improved or new strengths or skills)
  • Preparation for the Next Job or Additional Responsibilities 
  • Getting People in Shape to Select Future Leaders
  • On-Boarding New People
  • Moving from Individual Contributor to Leader
  • Working with Competence, Commitment, or Structure Issues
  • Work-Life Balance (being in shape for the game at the highest levels)
  • Becoming more masterful with Emotional Intelligence
  • Life Transitions

When Coaching is Not Appropriate

  •  To “Fix” People
  • As a “Remediation” Program
  • When Counseling, Behavior Modification, Advice Giving, or Consulting is more appropriate
  • When there are Short-Term Expectations of Results
Geoffrey L. Davis, pcc

Welcome | About | Solutions | Coaching | Strategic | Team | Contact | Links

(c) 2008 Conversations | website by J. Stephen Davis