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Studies show that as many as 65% of new executives fail in the first 18 months on the job due to lack of fit and coachability. Many managers have been promoted based on technical skills or past performance, but don't have the interpersonal skills for success in more senior roles. And, ironically, 80% of leaders rate themselves in the top 20% of their peer groups. Not only is that statistically impossible, leadership is not for everyone. Through our in-depth coaching process, we help managers increase their effectiveness by understanding who they are and what they need to be successful. Our coaches use our formal assessments and regular, face-to-face meetings to provide individualized feedback, create awareness, tap into the manager's motivation for success, outline a concrete development plan, and build repeatable skills and behaviors that lead to results.
Our Coaching Process
Relationship Building : The process begins through our discussions of personal history, career history, business and personal goals to establish the relationship between the manager and coach.
Assessment & Debrief: To facilitate the process of self-discovery, we conduct various self and 360° feedback assessments. We discuss the differences between self-perception and the perceptions of others. We draw on current and past examples to help the manager understand strengths and derailers that prevent their success.
Planning & Goal Setting: We establish specific goals and development activities to capitalize on the manager's strengths while developing or compensating for derailers that take them off course.
Development & Transition: Over 6 – 8 sessions, we meet with the client to guide them through the change process. Then, we formally transition the process to a manager or other internal coach.
Coaching is ideal for the CEO who needs a critical friend, a succession planning candidate who needs one-on-one development, or a new leader who needs fast-tracked support through a transition. It is most successful when the manager is motivated to learn, change and grow.
At Performance Management Partners, we believe that confidentiality is critical to a successful coaching relationship. We believe that the client is responsible for his or her own personal growth and development, and therefore, is responsible for shaping the agenda. It is important to understand that our coaches do not fix people. The coach is there to guide, support, offer constructive feedback and help managers make progress toward their goals.
© 2009 Performance Management Partners, Inc.