Through highly personalized, confidential, one-on-one relationships, we strengthen performance by helping leaders understand their current business realities; identify, organize, and plan work priorities; assess strengths and identify ways to improve specific business and leadership abilities.  While every coaching assignment is customized to the executive, engagements tend to follow a similar path.  To understand how the coaching process flows,  here are examples of potential first steps. 

DISCOVERY MEETING

The process typically starts with a two-hour discovery meeting for the coach and client to get to know each other.  Before meeting, clients complete a Strengths Survey, which will be analyzed and discussed as the tools for change.   Most of the meeting is devoted to a discussion about the current reality and desired future so that a "best self "model can be crafted.

MINIMIZING INTERFERENCE

The second meeting usually targets managing and taming the inner critic.  If Tim Galloway's  The Inner Game of Work premise is true, that Performance = Potential - Interference, it is important that discussions about the inner critic occur early in the coaching process.

SERVICES 

Shemmer Executive Coaching aligns choices, options, desires and actions.  Acting as a guide to an individual's unique best self, we let our clients drive the car while we navigate.  Our role as coaches is to tap into your creative genius to raise individual strengths to a new level of meaningful work and life.  We are certified in applying a range of  assessment tools and methods into specific particular coaching assignments.  

A brief look at some of the services Shemmer Executive Coaching provides (contact us for a complete list): 

• Executive Coaching  -  We start with an agreement on specific coaching goals, a strength assessment or the use of a leadership diagnostic.  The process then focuses on a set of desired targeted outcomes, action steps, timeframes and measurements.  Periodic progress assessments are conducted through stakeholder perceptions of change against goals.

• Shadow Coaching - After goals are set, options decided, actions agreed upon and measurements in place, it is very helpful for the coach to shadow the executive through one or more days of actual work to see if new behaviors are noticed and adjustments made. 

• Pinpoint  Coaching - Many times executives do not need to engage in sustained coaching.  Timely, focused coaching can "pinpoint," or target, a specific business issue, timeframe or event.
  

• One-on-One 360 Interviews, Analysis and Reporting - Interviews with key stakeholders around specific goals and behaviors for the executive coaching client are used primarily by executives looking to expand their leadership effectiveness, preparing to move into or recently taken on new roles, or those who are underperforming because of unproductive leadership behaviors.

• Short and Long-term Individual Coaching Plans - Plans include goals, timeframes, measurements and detailed action steps.  Many executives prefer  a strategic and documented plan to get to their next promotion or career or life goal.

•  Team, Department, Function Coaching -  Beginning with a team diagnostic and individual team member interviews to identify improvement opportunities and secure member's buy-in for change, the diagnostic is followed by design and delivery of appropriate skill building, measurements, clarification of roles and responsbilities and group coaching plans.

•  Corporate Contract Executive Coaching - Volume purchase of coaching hours with clients and coaching assignment durations designated by the corporation typically occurs when multiple leaders are willing to work with the same coach during a similar timeframe.

•  Pro-Bono Executive Coaching - We donate 10% of  hours annually to coach executives of non-profit organizations.  To be considered for this program, please fill out the information requested under the Contact tab.