EQTD’s Executive Leadership Coaching

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EQTD’ss Executive Leadership Coaching is a customized, one-on-one developmental experience for mid to senior level executives who are preparing for a greater scope of responsibility or who need to make a leap forward in leadership capability.

This programme enables leaders to master new attitudes, approaches and behaviours.

Description
  • The sessions last typically for 12 months or longer, according to the executive’s needs.
  • The programme follows a defined perimeter, but is a custom-built, one-on-one developmental experience for executives
Best Suited For
Mid- to senior-level executives who:

  • Are preparing for a greater scope of responsibility
  • Have recently taken a new position
  • Want to make changes in their approach to leadership in situations
Features
  • Comprehensive assessment package and interviews with selected work colleagues
  • In-person feedback and goal-setting sessions
  • Boss-alignment sessions to ensure agreement and support on development goals
  • Ongoing coaching utilizing a variety of media
  • On-site observations
An Overview
EQTD’s Executive Leadership Coaching uses the GROW Model. The GROW Model is a powerful framework for structuring the coaching sessions. GROW stands for:

  • Goal
  • Current Reality
  • Options (or Obstacles)
  • Will (or Way Forward)

The programme will:

  • Establish the goal
  • Examine the current reality
  • Explore options
  • Establish the will for forward motion.
The Delivery Methodology and Areas Covered
  • EQTD’ss Executive Leadership Programme will be done in 12 Phases;
  • Each Phase is covered in one monthly session lasting 2 hours;
  • Each Phase leads to the next and is incremental in its approach and results;
  • The programme is for a 12 month period;
  • Follow-up sessions can be scheduled intermittently
1. Build Rapport Phase – Month 1
  • Essential trust building phase
  • Coachee should reach a point of comfort and respect to the coach
  • The coach will explain the process
  • The coachee will explain the job challenges and pressures
  • The coach understands coachee status in the organization (structure, formal and informal power networks)
2. Feedback Phase – Month 2
  • The coach will provide clear performance feedback
  • The coach will discuss the strengths of the coachee
  • The development opportunities will be discussed and agreed upon
3. Agreement Phase – Month 3
  • Objectives will be laid out and agreed
  • Accountability – getting the coachee to agree to be accountable to the coach
  • To establish required empowerment (might requires top management agreement)
  • Setting up timeframes
  • Coach follow up mechanisms to be described
4. Observation Phase – Month 4
  • Coach will be present for the client – meet outside the fixed times
  • Coach will observe behaviour – directly or through peer interviews
  • Coach will clarify intentions behind observations
5. Understanding Phase – Month 5
  • Coach/Coachee explore Beliefs (values, judgments, interpretations, assumptions) that forms the “Attitudes”? that determine the Behaviours of the Coachee;
  • Coach/Coachee explore Behaviours (styles, openness, habits, skills) that forms the “Actions”? that influences the Relationships of the Coachee;
  • Coach/Coachee explore the Relationships (trust factor, rapport, collaboration) that forms the “Connections that affects the Results of the Coachee;
  • Coach/Coachee explore the Results (outcomes, impact, accountabilities) that forms the “Performance”? that validates the Belief of the Coachee.
6. Suggest, Direct and Support Phase – Month 6
  • The coach will probe the coachee for the best option to tackle a specific action
  • The coach will let the coachee select the best option
  • The coach/coachee will agree about new performance level needed for the agreed upon action
  • They will agree about the measurement of this new level
  • The coach will support coachee without taking ownership
  • There will be a reinforcement of the sense of partnership and trust
7. Role Model Phase – Month 7
The coach and coachee discuss a role model (s) who:

  • Walks the Talk
  • Lives the company values
  • Has professional integrity
  • Exhibits consistency and persistence
  • Is objective and positive
  • Is people oriented
  • Epitomizes tolerance
  • Is genuine about their vision
8. The Envisioning Phase – Month 8
  • The coach helps the coachee provide a vision aligned with the company vision
  • The sessions focus on elaborating on advantages of reaching that vision
  • The coach and coachee share strategic objectives to achieve this vision
  • The coach helps the coachee answer the question “What’ss in it for me”? for himself and his team
9. The Empowering Phase – Month 9
  • The coachee learns to give their team the full powers to work and progress towards the vision
  • The learn to continuously communicate valid information
  • Involves their team on decisions that concerns them
  • The coachee learns to encourages learning from mistakes
10. The Development Phase – Month 10
  • The coach encourages the coachee to engage people even in areas not in their direct responsibility
  • The coach again provides feedback
  • The coachee learns to coach their own team and pears
  • The coachee challenges their team by raising the bar
  • The coachee encourages creativity and new ideas
  • The coachee exposes their team to different experiences
11. Maintaining Surrounding Environment Phase – Month 11
  • Culture: The coachee learns to make sure that the required culture is in place, people understand it and support actions aligned with it
  • Climate: The coachee learns to take care of a healthy climate
  • The coachee understands how to motivate their team
12. The Review Phase – Month 12
  • The coach and the coachee review progress
  • Discuss how to move forward
  • Create an action plan to keep themselves motivated

 

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