Executive Coaching Services
Course Features
- Course Duration:
- Category: One-on-one Coaching services
- Students: 0
- Certificate: Yes
- Location:
- Language:
- Lesson: 0
- Viewers: 3622
- Prerequisites: No
- Skill Level: Beginner
- Course Capacity: 280
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Descriptions
Adopt an Executive coaching approach based on self-awareness and inside-out mind-set that is certified by the ROI Institute.
“Success comes to those who know themselves – their strengths, their values and how they best perform.” — Peter Drucker.
“Who looks outside, dreams; who looks inside, awakes.” — Carl Jung
For executives to expand on their potential, they need to expand their level of self-awareness. Privilege MS have utilized strategies and tools that helped leaders:
- To become aware of their untapped internal strength and leverage them to overcome challenges.
- To recognize how to shift their imaginary thoughts, whenever they occur,
- To understand how to recognize their defence mechanism and regulate them
- To recognize the triggers of their emotional intensity and channel it constructively.
- To Develop their emotional maturity to higher level of purpose and meaning
Privilege MS coaching professionals are MCC (Master Certified Coach) from ICF (International Coach Federation), and well experienced in implementing Executive Coaching Framework centred on the science of human behaviour and psychology principles. This solution approach has produced tangible KPIs and ROI results for organizations in the last 12 years for more than 500 clients. The leadership coaching program has been verified and certified by the ROI institute.
Benefit of Executive coaching
The International Coaching Federation (ICF) have shown the tangible measurement of the coaching impact on organizations. Based on 100 senior executives, the study shows that coaching gives about 5.7 times return on its investment.
What makes Privilege MS Coaching Services different?
Privilege MS coaching services are different because the approach to the coaching program is tailored toward the leader’s personality traits that are identified at the beginning of the coaching program through self-awareness assessment. The reason why Privilege MS is able to tailor the coaching program is that, our coaches have gone through professional psychology training. When the coach is highly competent in this psychological mindedness, then the coach’s work with coachees will focus on the deep-rooted awareness that results in significant transformation; instead of remaining at the level of conscious awareness, problem solving techniques and far from dealing with drives of the behaviours and beliefs.
Types of Leadership coaching
The one-on-one Leadership Coaching consists of the following coaching types:
- Performance Coaching
- Developmental Coaching
- Transformational Coaching
Privilege MS adopts any combination of these coaching to get coachees to self-discover solutions or make internal change (inside out change).
|
Types of Coaching |
Strategy |
Impact |
|
Performance Base Coaching |
Achievement & performance focus This approach is focus on setting of performance goals and practicing strategies to self-discover creative solutions. |
Creating inter-dependency relationship with others. |
|
Developmental Coaching |
Adaptability within the organization This is done by getting the participant to have an adaptable behavior; by correcting unadaptable assumptions about self and others. |
Shifting in beliefs leads to behavioral change. |
|
Transformational Coaching |
Personal change & leadership maturity This approach focuses on participant's behavioral change that is lasting and allow him / her to speed up his / her development as a leader. This is done by getting the person to understand his / her “blind spots", and self-defense mechanism, and learn how to get out of these unconscious behaviors or automatic thoughts; through the following three steps: This is done in three steps: 1. Become aware of one's behaviors. 2. Understand the root cause of these behavior. 3. Take action of a more adaptable behaviors to achieve goals. |
Raising level of self-awareness leads to shift in mind-set from reactive to creative. |
Leadership Coaching Phases and workflow
Privilege MS follows an effective coaching process follows a simple organization development phases: Engagement, Alignment, Coaching Delivery, and Measurement.
The coaching engagement could be accelerated to a three month period, or to a longer period to allow coachees to practice and reflect on their awareness.
Detailed steps
|
# |
Description of activities |
|
A |
Define Leadership Coaching goals, scope and outcome (desired stated) |
|
B |
Conduct 360-assessment feedback about coachee. The purpose of this assessment is to understand the leadership patterns and habits for the coachee. The assessment will become the baseline against which the post coaching assessment will be made to compare progress and benefit |
|
C |
Develop and agree upon the Executive Coaching scope, and strategy to meet the desired outcome. |
|
D |
Conduct Executive Coaching session with participants. Coaching strategies will be applied to help participants become self-aware of their leadership approaches, understand and cause, and discover the actions they need to take. |
|
E |
After the completion of half of the one-on-one Executive coaching sessions, the coach will perform a health check assessment. This is completed by getting feedback from the nominees from the first Leadership Assessment exercise. The coach will compare original assessment with the health check assessment, and produce a report of the improvement. |
|
F |
Repeat step D. |
|
G |
Coach will conduct the final assessment session, and will review it with coachee. Coach and coachee will reflect on the progress and commitment to sustainable change. |
Executive coaching competencies
To establish the assessment baseline against which coachees’ progress are measured, Privilege MS measures the coachees’ competencies. Listed below are some of the core competencies that will be assessed.
|
Competencies |
Brief description |
|
1. Vision & purpose |
· Articulating what the coachee wants to achieve, taking into account values that are emotionally connecting to key stakeholders. |
|
2. Energy management |
· Measuring executive’s strength and gaps for the four energy management criteria: o Physical (achievement and goals) o Emotional (self-awareness and connecting with others) o Intellectual (learning and experience) o Spiritual (Purpose and meaning) |
|
3. Motivation |
Measuring how coachees getting people motivated by exploring: · What they are good at (mastery), · What they love doing (passion & engagement) · What the world needs (purpose). |
|
4. Power & capability |
Understanding the automatic thoughts of coachees regarding how they perceive their power and capabilities (how much is their thoughts connected to their authentic self (inside-out), or how much of these thoughts are depending on external drives (outside in). |
|
5. Feedback |
The mindset of internalizing positive energy in giving challenging feedback to help others learn and become aware of possibilities of improvement. |
|
6. Enabling creativities |
Inspire people to find a smarter course of action, and facilitate brainstorming for new ideas; while shifting from certainty to discovery mindset. |
|
7. Change |
Initiates & model the change in self, influence others to change, and facilitates team involvement to support system change. |
|
8. Collaboration |
The ability to collaborate constructively with others by creating interdependency relationship that is founded on autonomy, ownership; while creating the right distance to mutually support one another. |
|
9. Develop People |
Encourage people to take leadership role, show confidence in others in giving them challenging tasks |
This is the assessment baseline and based on coachees’ needs this assessment criteria could be adjusted.
High-performers thrive in Executive coaching programs
Based on years of coaching experience, high performers achieve greater results through the transformational coaching. This is because high performers are highly motivated to develop themselves and others. Even if coachees are having a few traits of self-protection, and some traits of conscientious emotional maturity, they benefit substantially from the Executive Coaching program.
The most critical benefit from this program is that coachees will reach the state of NOT acting out of their emotional symptoms, and this leads to substantial productivity and healthy improvement.
Why external coach is more advantages
External coaches bring to organizations objectivity to the coaching program (confidentiality and privacy that is based on the ICF code of ethics). In addition, participants tend to open up to external coaches about matters they avoid sharing with internal employees. Getting participants to freely express their thoughts allow the external coach to help coachees in many ways; such as, getting the coachees to express accumulation that is hindering their relationship with others, and in some cases, getting the coach to reframe imaginary thoughts or beliefs. In addition, any conflict of interest will become non-existent.
Additional factors include the dedication and time availability of specialized expertise.