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Excutive Coaching A guide for the HR Professional - Valerio A.M.

Valerio A.M., Robert J.L. Excutive Coaching A guide for the HR Professional - John Wiley & Sons, 2005. - 241 p.
Download (direct link): executivecoachingaguideforthehr2005.pdf
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increases team
• Create • Revenue data is
processes for used to modify
direct reports to business unit
submit and use strategy
the data
Mission and • Communication • Mission and End of 4th
vision are package vision are quarter
articulated by • Vision speech discussed in
members of team meetings
business unit
Executive Coaching. Copyright © 2005 by John Wiley & Sons, Inc. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com
Action Plan Format
Goal:
Measures of Success:
Action Resources Milestones Completion
Steps Needed Dates




Executive Coaching. Copyright © 2005 by John Wiley & Sons, Inc. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com
171
Sample Progress Report
Project Objectives
The focus of the project is executive coaching with [name and title of client]. Coaching objectives for [name of client] include enabling him/her to:
• Develop leadership skills for current and future assignments in [Company X]
• Develop specific leadership competencies in accordance with his/her competency survey feedback
• Broaden his/her repertoire of managerial styles Progress to Date
The coaching objectives that have been targeted thus far have been to:
• Improve public speaking skills to large audiences of more than 300 people
Executive Coaching. Copyright © 2005 by John Wiley & Sons, Inc. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com
173
174 Executive Coaching
Formulate and communicate the business strategy to his/her organization
• Broaden his/her repertoire of managerial styles, particularly a coaching style that encourages the long-term development of direct reports
Milestones/Feedback on Public Speaking Skills
On [date], [client] delivered a presentation to 300 people in which he/she explained the vision and strategy for the organization. Feedback from peers and direct reports in the audience was highly favorable regarding the clarity of the message. Performance could have been improved by demonstrating greater ease and facility with the Q & A portion of the presentation
Feedback on Coaching Style
In the past two quarters, [client] has held quarterly one-on-one sessions with all direct reports for the purpose of discussing their professional long-term development goals.
Two staff members have received promotions, and one has moved laterally to broaden her skills.
Continuing coaching efforts will focus on development of other leadership competencies such as:
• Improving peer group teamwork
• Delegating responsibility clearly
The coaching is proceeding on schedule, and the client demonstrates motivation and a willingness to try out new skills and behaviors.
Coach: Date:
Executive Coaching. Copyright © 2005 by John Wiley & Sons, Inc. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com
"To-Do” List for Managing Coaching Resources
Action
1. Clarify your strategy.
Questions to Ask Yourself
What is the purpose of the coaching?
How does it link to the business strategy?
2. Connect coaching to other development efforts.
How does the coaching reinforce lessons learned in training?
How can the coaching be used to enhance on-job experiences?
3. Develop a pool of coaches.
What are the skills and abilities needed in a coach for your organization? For this client?
4. Be an effective gatekeeper.
What are the criteria to determine whether coaching is needed or not?
Executive Coaching. Copyright © 2005 by John Wiley & Sons, Inc. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com
175
176 Executive Coaching
Action Questions to Ask Yourself
• What other organization
development efforts might occur
simultaneously?
Monitor the PR. • What can I do to help the
organization realize the value
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