F A Q's
Here are some questions we receive regarding Barbara's executive coaching.
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When is executive coaching appropriate?
In general, executive coaching is appropriate for a leader who wants to be more skillful in his or her present role, is at risk for derailment, or to develop him/herself for greater responsibilities. Below is a list of the most common situations in which I work with a leader.
- Preparing high potential leaders for roles of greater responsibility
- First 100 days - Supporting leaders who have stepped into new positions or roles
- Developmental coaching - Supporting leaders to transition to later stages of development to meet the challenges of their current roles
- Performance coaching – Building a skill set the leader lacks that is perceived as critical for success in the role (the leader may be at risk for derailment if the desired competencies are not acquired)
- Leadership development - Exploring, developing and testing the leadership competencies and capacities of current and emerging leaders
- Executive agenda - Supporting leaders during a significant change initiative, reorganization, project or challenge
- 360 Feedback - Administering a 360 feedback tool, providing the leader with feedback and creating an individual development plan for the leader to implement on his/her own
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