Coaching

Published:

Executive Coaching is one of the fastest growing industries in the US and we have been leading the field from the beginning. Since 1981, BeamPines has successfully offered Executive Development Counseling® to a wide variety of clients. (EDC®) is a customized, results-oriented, strategic coaching program designed to increase an executive's business, interpersonal and leadership effectiveness.

During the process, executives ...

  • become aware of what is needed to meet the company's criteria for success.
  • establish goals for improving effectiveness.
  • develop a strategic action plan to achieve short and long term goals.
  • develop their leadership philosophy.
  • learn new skills and techniques to meet practical business needs.

Typical skills & techniques

  • Leadership
  • Communication
  • Win/Win Negotiation
  • Delegation
  • Strategic Thinking
  • Relationship Building
  • Team Development
  • Listening
  • Stress Management
  • Cultural/Functional Transition
  • Organization
  • Emotional Intelligence

How your organization benefits

The EDC® process ...

  • aims at "on-the-job" applications and key business objectives consistent with company culture and goals.
  • achieves a lasting improvement in working relationships, morale and communications through increasing behavioral flexibility.
  • demonstrates the company's commitment to helping individuals increase effectiveness and investment in preparing them for broader roles.
  • serves as a platform for other programs (e.g., Mobilization, Multi-rater Feedback).

 

Individuals in your organization who can benefit

  1. High potential executives preparing to take on new/increased responsibilities.
  2. Executives with valuable technical skills needing to develop leadership skills.
  3. Executives with valuable organizational knowledge or technical expertise who may need to adjust to a new management culture or transition into a new area.
  4. Talented executives who want to hone interpersonal skills and improve specific relationships.
  5. Women, minorities and culturally diverse executives progressing within the organization.
  6. Executives needing to successfully integrate into a new organization.
  7. A vital team being challenged to produce extraordinary results.

How the program works

Phase I: Awareness

  • Define the program's structure and the organization's success criteria.
  • Assess the executive's goals, leverageable strengths and developmental needs.

Phase II: Strategy

  • Develop a strategic action plan focused on measurable results to leverage strengths and address developmental needs.
  • Review the organization's goals for the executive with management and commit to the objectives outlined in the plan.
  • Focus on behaviors, skills and techniques that need to be utilized in order to reach objectives.
  • Determine how to identify key relationships and pro-actively prepare for situations in which to apply these behaviors.

Phases I and II can take up to two months.

Phase III: Goal Achievement

  • Coach the executive on tactics and strategies needed to achieve goals.
  • Develop a leadership philosophy which provides a formula for addressing issues and applying behaviors, skills and techniques in new situations.
  • Employ a variety of approaches to facilitate training, including simulation exercises, role-playing, reading/self-study and interactive practice sessions.
  • Conduct review meetings with the executive and appropriate management to track progress.

Phase III ranges from three to nine months (programs are customized, abbreviated or extended to meet the particular needs of the client and participants).

Cases in Point

  1. The Issue:
    We were asked to work with an IT Director with upward potential in a major corporation which had been the target of a successful takeover. The acquiring company appreciated her accomplishments but was concerned about her ability to be more strategic and fit in at higher levels. They felt she had a tendency to over-control, be defensive and not respond to feedback.
    The Outcome:
    The program improved her management skills measurably. Her sensitivity to criticism diminished. She is now seen as a collaborative and cooperative member of the management team, with greater vision and the ability to develop her people. She has since been promoted to Division Vice President.
  2. The Issue:
    A Senior Vice President of a major cosmetics company demonstrated strong reluctance to support major changes and innovations the firm was initiating. Although extremely capable technically and willing to meet his manager's requests, he did not communicate effectively with peers and was losing the respect of his subordinates. Under pressure he became indecisive and unfocused, which caused problems for subordinates who felt he was not an effective leader. It also became obvious to superiors and peers that, because of these patterns, responsibilities in his area were not being met.
    The Outcome:
    As a result of the assessment and coaching process he became more adept at tuning in to the expectations of his manager as well as issues with peers. He learned new communication techniques and focused attention on leading his group rather than managing each subordinate's job. This, along with learning stress management techniques, helped him recapture his leadership role. Under his leadership, the division successfully completed a turn-around.
  3. The Issue:
    A new department head wanted to further develop his team of direct-reports. His goal was to improve their effectiveness through individual coaching and development. He recognized that, while playing a key role in the process, he did not have the time or possess all of the necessary skills.
    The Outcome:
    He arranged individual coaching for each of his direct reports. Each team member was helped to increase their awareness of development needs, and given a developmental game plan and individual coaching. Specific measures were developed to ensure both team and individual goals were met. The process not only helped the department exceed its goals, but also contributed to the personal growth of each individual.