As organizations become flatter, the pace of change accelerates and the business climate is in a constant flux, it is now mission critical that talent be nurtured and developed across all levels. Executive coaching and an effective organizational development program are two key ways to ensure that your company maintains its competitive edge.
The Frontier Group recognizes that successful and forward thinking organizations who invest in leadership development will see significant ROI and establish a sustainable competitive advantage.
We engage one-on-one with leaders and high potential executives on the fast track, and develop a tailored coaching program for each client designed to make them more effective within their organization using their unique set of skills.
At the completion of one of our executive coaching programs, you can expect your executives to have accomplished one or more of the following:
- An understanding how to use their personal leadership style to be more effective
- An understanding of the internal and external environment they work in and how to identify the factors that will drive success
- The development of a master action plan on how to transition into new areas of responsibility
- Improved team-building skills for greater leadership effectiveness
- Improved skills for coaching and developing others within the organization
- A personal plan of action for leadership improvement
Our coaching and organizational development process includes the following components:
- Establish measurable objectives for development
- Complete a GAP analysis that:
- Utilizes assessment tools – includes skill-based, psychological and organizational testing, such as 360 instruments, and interviews within the relevant environment
- Outline specific areas for development
- Aligns the individual’s capabilities with business needs
- Sets goals and action plans for change
- Provides closure to the process and outlines future actions
- Creates a follow-up plan to assess continued improvement
Organizations of all sizes can benefit from Executive Coaching and other aspects of an organizational development program. Here is an article from Right Management on the benefits and payoffs for organizations who invest in coaching:
Posted: 11 Oct 2012 08:30 AM PDT
One overriding concern for many organizations is that they are looking to develop a strong leadership bench. However, they are finding that their employees do not possess the depth of talent and gravitas to take on a leadership role, much less successfully execute and deliver on a strategic plan or program.
One important approach to resolving this dilemma: targeted executive coaching. In fact, leadership coaching has become such an important part of an organization’s talent management and workforce planning strategies that over 60 percent of organizations surveyed are now using it.
In addition, companies are using coaching for high potentials and middle managers. They find that coaching helps leaders achieve the desired skills faster than training – i.e., the intervention is more specifically targeted to an individual leader’s needs. Coaching also involves working with the leader/coachee’s manager and thus helps the manager become more involved in the leader’s development.
While both terms are commonly used, it is easy to confuse executive coaching with mentoring. It is critical to understand the difference. A push-pull analogy applies: mentors provide guidance and ideas; coaches ask probing questions and extract thoughts and insights to help build their coachee’s knowledge and skill-sets.
Companies experiencing a talent mismatch cannot execute certain strategies because they do not have and/or are unable to find the right people. In many instances, they also do not have the resources on board to successfully promote high performers or coach new leaders.
Case in point: a large international accounting firm has grown rapidly through acquisition. However, their new employees do not have the required skill sets. Their HR executives also need to employ more sophisticated talent planning and talent management strategies and programs.
Since it has become an imperative for organizations to develop high potential performers, they have learned that leadership coaching is one of the best tools to accomplish this. When it comes to selecting the best approach – i.e., in-person versus virtual coaching, there is a large sea of opinion on this. Bottom line, the success of coaching will depend on the match between the coach and the coachee. Virtual coaching works best when complemented by the right balance of face-to-face encounters.
Other coaching trends include identifying goals, utilizing a metrics-based approach and ensuring that you track results. Most important, you must match the right coach to the right coachee.
When it comes to executive coaching, where chemistry is king, it has the power to deliver significant organizational payoff.