High Impact 1:1 Coaching
Top Talent Retention
The historically top performing executive who has recently begun shooting themselves in the foot.
Organization Alignment
The executive looking for a non-biased, external “brain buddy” to help them think through important organizational issues and challenges.
High Potential Development
The rising star looking for an opportunity to strengthen their skills as a leader.
New Leader Transition
The executive placed into a new role in an unfamiliar organization who needs to ramp up quickly
The Process: |
Tools: |
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Assessment – using a variety of tools at our disposal, we gather the information most useful and
relevant to the client’s needs.
Planning – with the insights gained from Assessment, we work with the client to create a comprehensive plan for their Development. Coaching/Measuring – as the plan gets implemented we’re there as much or as little as the client desires to support them in implementation. |
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We’ve all seen it happen, the brilliant executive who moves up the ladder quickly only to be brought up short by an unexpected series of blunders and missteps that suddenly call into question the individual’s ability to continue to rise or even stay in their current role. Often the difficulties are not related to technical job competence but rather the ability of the individual to successfully navigate the interpersonal and/or social/political environment. This coaching approach is an intensive, data driven, process in which the specific nature of the impending derailment is uncovered and the executive is coached in the actions, attitudes and behaviors necessary to turn the situation around and get themselves back on the path to success.
There is some truth to the old adage, "It’s lonely at the top". Senior executives are often challenged to find someone they can confide in when needing to think through important organizational issues. Whether these are concerns around organizational structure, strategy or senior team dynamics, frequently the dilemma is that those individuals to whom the executive might normally turn are either too invested in the topic at hand to be reasonably expected to hold a neutral stance, or they are the topic that needs to addressed. This coaching approach relies on the impartial, un-biased nature of an external resource to serve as a sounding board, confidante, and all around thought partner to the executive looking for someone not directly invested in the issue or outcome.
It’s not uncommon for your top performers to rise so quickly that they never seem to find the time to gain some of the foundational skills of leadership. Given the speed of business, it hardly seems feasible to send them off for a week or two of intensive leadership development. Furthermore, as leaders rise and are promoted the one thing they most require to continue to develop and grow is feedback. Ironically, the higher one ascends the corporate ladder, the less likely they are to get it. Think of this coaching relationship as a process of intensive 1:1 leadership development, tailored to their schedule and customized – through the use of various feedback tools – to the specific needs of the individual.
The first 6 months of a new leader’s tenure can be among the most vital, both in terms of setting tone, and learning to navigate the cultural nuances, hopes, expectations and concerns of a new and unfamiliar organization. NLT is a structured process – undertaken in the first few weeks or months of a transition – in which the leader is assisted in introducing themselves to a new system as well as gathering those all important bits of information about the new organization that they will need to speak to. This forms the basis for both a positive first impression and long term success.
For further information about High Impact 1:1 Coaching or to talk to someone about implementing this process in your organization, please contact us.