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.
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.
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.
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.
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.
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.
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
- 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.
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.