Executive Coaching and Teambuilding
Coaching Built for Your Company.
No investment offers greater ROI than a high-performing and high-trust executive team. You’re counting on them to lead, to manage, to execute flawlessly and to follow-through consistently. Their most vital role is setting the direction built on a clearly defined purpose true to your values and vision.
Yet even top teams can flounder at times, and it’s easy to understand. A myriad of factors create fissures threatening the team and undermining strategy. Politics seem unavoidable, communication breaks down, poor decisions get made, unresolved conflicts erode trust, and meetings suffer from unclear agendas and poor decision making processes.
Executive Team Coaching
Executive Team Coaching begins with teambuilding to engender the high-trust relationships vital to success. A common challenge is that the roles and real work of the executive team may be unclear or misunderstood. We address that with creation of a shared picture of the most valuable role as well as agreements that promote authentic dialogue. We sharpen effective decision-making processes and provide practical tools and methodology to make meetings efficient, effective and productive.
We also coach members to build trust-building behaviors – listening, mutual respect, tools to address conflict productively and understanding of different styles and strengths. Trust is the foundation for everything you want- smart strategic decisions, strong commitment and follow-through, reliability and collaboration.
We bring out the very best from your very best with High Performance Executive Coaching that not only enhances strengths, but promotes awareness of counter-productive behaviors. Increased self-awareness and a shift in mindset trigger new opportunities and foster new levels of performance.
We typically focus on 2-3 breakthrough goals, for 6, 9 or 12-month engagements, including:
- 4 hours of dedicated coaching per month
- Pre and Post-Assessments.
- Key stakeholder interviews for 360 context.
- Books, articles, web content and other resources.
- Half-day executive shadowing.
- Off-site breakfast or lunch meetings
- Email and phone support for emerging issues.
Does Executive and Team Coaching Make a Difference?
Here’s some industry statistics and a general overview of the value and ROI executive coaching offers:
- In a 2012 global survey by Price Waterhouse Coopers and the Association Resource Centre found that the mean return on investment in coaching was 7 times the initial investment, and over a a quarter of coaching clients reported a stunning ROI of 10 to 49 time the cost.
- A recent study of Executive Coaching in a Fortune 500 firm by MetrixGlobal reported a 529% return on investment and significant intangible benefits to the business.
- A survey by Manchester Inc. of 100 executives found that coaching provided an average return on investment of almost six times the cost of the coaching.
- An internal report of the Personnel Management Association showed that when training is combined with coaching, individuals increase their productivity by an average of 86% compared to 22% with training alone.
- A Hay Group study of Fortune 500 companies found that 21 to 40% utilize Executive Coaching; Coaching was used as standard leadership development for elite executives and talented up-and-comers.
- A 2001 study on the impact of executive coaching by Manchester Inc. showed an average ROI of 5.7 times the initial investment or a return of more than $100,000, according to executives who estimated the monetary value of the results achieved through coaching*.
Among the benefits to the companies that provided coaching:
- Productivity (reported by 53% of executives)
- Quality (48%)
- Organizational strength (48%)
- Customer service (39%)
- Reducing customer complaints (34%)
- Retaining executives who received coaching (32%)
- Cost reductions (23%)
- Bottom-line profitability (22%)
Among the benefits to executives who received coaching were improved:
- Working relationships with direct reports (reported by 77% of executives)
- Working relationships with immediate supervisors (71%)
- Teamwork (67%)
- Working relationships with peers (63%)
- Job satisfaction (61%)
- Conflict reduction (52%)
- Organizational commitment (44%)
- Working relationships with clients (37%)
*The respondents were executives from large (mostly FORTUNE 1,000) companies who had participated in either "change oriented" coaching, aimed at improving certain behaviors or skills, or "growth oriented" coaching, designed to sharpen overall job performance. The programs lasted from six months to a year. About 60% of the executives were ages 40-49, a prime age bracket for career retooling. Half held positions of vice president or higher and a third earned $200,000 or more per year.
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