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 1 on 1 Yearlong Executive Coaching Program using Stakeholder Centered Coaching for Guaranteed & Measurable Leadership Growth

Most successful executives today have a good intellectual understanding of the various management tools required to lead an organization successfully. Experience has shown that the same behaviours that contribute to initial career success often do not guarantee future leadership success. The coaching process therefore focuses on further developing the 'I am successful because of ....' behaviours and reducing the 'I am successful despite of ....' behaviours. Hereunder a more detailed step by step outline of how a typical coaching process is structured though in most cases the process is customized to fit the needs of the leader or the organization.

Phase 1. Introduction to Marshall Goldsmith Stakeholder Centered Coaching (+ 2 hours)

During the initial session the coaching process is explained to the leader in detail and the coach interviews the leader to understand the leader's awareness of areas for development as well as their commitment to real leadership change. Leaders can only change if they want to change!

Phase 2. Behavioural Interviews and Assessments

Behavioural Interviews (10-15 hrs)

Structured in-depth behavioural interviews with the most important

people around the leader produce a detailed & colourful overview

with real life examples of strengths and areas for development.

(180⁰ – 360⁰) structural assessment

The multi-rater structural assessment provides objectivity and structure to the assessment process and aside from relevant psychometrical content, it creates buy-in from the leader. The undermentioned assessment is most suitable and most frequently used. However, the coach (or the leader) could decide to select another qualified multi-rater assessment.

Marshall Goldsmith Global Leadership Assessment 

Marshall's Global Leadership Assessment includes all relevant leadership skills to measure the effectiveness of leaders operating in an international business environment. This unique assessment developed by Marshall Goldsmith and Accenture in collaboration with 200 international organizations on 6 continents measures skills related to leadership communication, managing diversity, global & strategic thinking, leading change, technology savviness, engaging people and much more which competencies modern leaders require to succeed in a globalizing business world.

The assessments in this phase create aside from content (objectivity, structure, Color and real-life examples), a strong involvement from the stakeholders as well as buy-in and commitment from the leader for the coaching and leadership growth process.

Phase 3. Determine 1-2 leadership growth areas (+ 2 hours)

From the aforementioned assessments, the leader selects and articulates areas for leadership growth that would significantly improve their leadership effectiveness. We typically focus on 1-2 key areas for behavioural change and skill development. This ensures that maximum attention is paid to the most important behaviours. Over the course of a few weeks, the coach works with the leader and stakeholders as appropriate, to construct an action plan for improvement in the targeted areas.

Phase 4. Stakeholders briefing (30 mins)

Leadership growth is not a cognitive process but a daily creation of new behaviours and refinement of existing habits on the job. Stakeholders facilitate the leadership growth process as the stakeholders:

Are experts in their respective fields and as they interact with the leader frequently they should be in a position to provide solid and practical action suggestions in the predetermined leadership growth areas.

Function as quasi accountability partners towards the leader in the leadership growth process. Since the stakeholders are an integral part of the operation of the leader, the stakeholders should subscribe to support leadership change.

Are on the receiving end of the leader’s behaviour. They are in an excellent position to assess growth in leadership effectiveness over time. Their perception is reality!

The leader supported by the coach will briefly explain the stakeholders their role in the Stakeholder Centered Coaching process and solicit their support in leadership change for the leader and the team.

Phase 5. Leading Change Involving Stakeholders 

11 monthly coaching and action planning sessions (+ 2 hours)

Leading Change Involving Stakeholders is based on highly effective, and time efficient seven-step process developed by Marshall Goldsmith which process involves stakeholders in leadership change. The leader will use this seven-step process as foundation for their monthly interaction with stakeholders to manage leadership change and improve their leadership effectiveness and that of the team. The seven-step process is briefly explained on page 5 above.

The steps get the momentum in the leadership change process going. Based on the monthly feedforward suggestions from the stakeholders, the leader supported by the coach, completes a monthly action plan that the leader wants to commit to. The remainder of the monthly coaching session focuses on skill development and overcoming leadership change challenges mostly, related to stakeholder management or dealing with other organizational issues. Throughout this process the coach operates as a sounding board & accountability partner on one hand, and knowledge / experience resource provider (as well as stakeholder advocate) on the other hand. The process of consistent and regular follow-through is a key contributor to leadership growth and improved effectiveness, resulting in a changed perception of stakeholders at the same time (see tables below based on Marshall Goldsmith’s research with 11,000 business leaders).

Results from 11,000 business leaders on 4 continents (Research: ‘Leadership is a contact sports’)

Phase 6. Leadership Growth Progress Reviews (LGPR)

After 5, 8 and 11 months into the process we collect the opinions of the stakeholders to understand & measure their perception of the leader’s growth in the 1-2 leadership growth areas as determined at the outset of the process. At these points in time, the leader can evaluate their progress and identify areas for continued focus. At the end of the yearlong coaching program the final LGPR results are used to measure leadership growth and determine payment of coaching fees.

Phase 7. Leader as Coach (+ 2 hours)

Throughout the year long behavioural coaching program, the leader has mastered the process and discipline to incorporate the Stakeholder Centered Coaching process into their personal leadership style to coach themselves and their direct reports. This should result in the continuous acceleration of leadership success without the requirement of a coach, so the leader becomes even more of a coach to their direct reports.

A truly powerful system that drives organizational performance and culture change.

We all are confronted with challenges and changes, small ones and big ones. The way we handle them will make a difference in our lives. Your Resilience will be crucial to get ahead in these moments. Resilience meaning “Progressing despite adversity in your world”.  The good news is that you can upgrade your resilience factor.

“Resilience” is a skill we can all build in a stepwise manner. 

No matter how young or old, anyone can boost his level of Resilience. It urges us to work on some crucial pillars: goal setting, controlling emotions, collaboration, health, persistency, problem solving. 

If you work on these pillars, you will be better prepared for future changes coming your way. You will take the necessary steps to advance and to tackle the change in a positive manner.

You also will develop a Winning Mindset by working at three levels: focus, body language and words being used during the change process. You will churn your limiting beliefs into pushing beliefs. When we face tough times there is only one thing to do, it is to continue to move forward with our head up looking at the opportunities that come with change.

To realize it we have been setting up a specific tailor-made Resilience Workshop for you.

What are the benefits of this workshop?

• Giving people a sense of purpose to thrive during adversity.
• Driving businesses to innovate during tough times.
• Teaching people how to be persistent.
• Building stronger relationships, with customers, colleagues, partners.
• Developing physical resilience and wellness through healthy habits.
• Maintaining mental wellness.

For more information contact us at TC3 send e-mail to alexander@tc3.be or give me a call at 0475 488126

In a knowledge society people with unique competences can really make a difference. Buildings and machines are maintained and renovated but how can we invest in our human capital? Coaching is the magic word. But what is it exactly, and even more important: what constitutes a good coach?

Your advantage

• Gain your collaborators’s trust and get the most out of it
• Turn day-to-day problems into learning situations
• Handle conflict situations and give feedback in a correct way
• Increase your collaborators' self-esteem by complimenting their accomplishments
• Achieve more by passing on knowledge and skills
• Become a true people manager by giving professional coaching

Knowledge and capacities after the training

• Key result areas (KRA) and key task areas (KTA) of your collaborators
• The characteristics and skills of a professional coach
• Coaching plan per individual and group
• SMART objectives for each coaching session
• Deal with resistance to coaching or against the coach
• Adapt yourself to the social style of your coached collaborator
• Be assertive during coaching
• Give positive and correct feedback

Teaching method

A few days in advance, we’ll send you an e-mail with a questionnaire we’ll ask you to fill out and send back to us. The feedback will give you a better insight in your coaching skills. During the interactive training sessions you’ll get the opportunity to practice your new skills in role plays. If requested, video recordings will allow you to get a better insight in your behaviour and the effect it has on your collaborators.

Programme

This is a 2 day training programme. For a good integration of the new skills we advise you to organise The Professional Coach: Refresh two months later. The Professional Coach can be adapted to your company culture and structure. After the training, TC3 can offer you individual on-site coaching to support your employees in their learning process

Being able to guide discussion groups and think tanks is an extra arrow in your quiver of abilities as a professional. The importance of facilitation skills in our work life increases by the day; we all need to share new ideas in order to grow. However, these ideas might never reach the surface. Therefore it is of the upmost importance to gain and continue to sharpen these essential skills. People generally have a sincere admiration for someone who can address difficult topics during a group discussion and swiftly guides dominant, or even aggressive participants, to desirable results. In other words, facilitating in your professional and private life is a key ability that provides numerous benefits for everyone!

Your advantage

• You will understand your role as a moderator during the facilitation process
• Learning to guide participants to a predetermined goal
• Ensuring everyone is heard
• Monitoring the discussion and keeping it on topic
• Swiftly addressing difficult situations and participants
• Sticking to the agenda/timetable and getting better results

Knowledge and capacities after the training

• The different steps in the facilitation process: knowing what to do before, during and after the discussion
• Defining the goals of the process
• Using the key elements of a professional introduction
• Showing the skills of good facilitators: interviewing, rephrasing, showing empathy, motivating and inspiring participants
• Noticing different types of participants and their personalities
• Managing potential reactions appropriately during the process

Teaching method

• Theoretical approach, based on years of experience and evidence-based models
• Experiential learning: working with real cases
• Role play with video recordings of the group
• Individual and group learning
• Building an individual action plan for each participant

Programme

This is a 1 day training programme. For a good integration of your new skills, we advise you to organise a follow-up session three months later. The Facilitation Skills training can be adapted to your company culture and structure. After the training, TC3 can offer you individual on-site coaching to support you in the transformation- and adapting process.

My advantage

• Respond well to change
• Creative solutions
• Communicate clearly with others
• Know yourself

What will I learn?

• How and why change happens
• Identify your attitude towards change
• The impact of your attitude
• How to improve your attitude
• How to think creatively  
• How to become an agent of change
• Have a better understanding of why change is needed

Learning Method

• Theoretical explanations based on years of experience and proven models
• Role playing with video recording (if desired)
• Workgroups

Programme

• Introduction to general and individual objectives
• Workshop: change in our environment
• Interactive discussion: the pros and cons of change
• Workshop: how do we deal with change?
• Theory: behaviour during change
• Workshop: our expectations in the face of management
• Workshop: what can I, as an individual, do?
• When change occurs
• Key points
• General conclusion and action
• End of course

Change Management is a 2 day training programme. For a good integration of the new skills, we advise you to organise Change Management: Refresh three months later. The course can be adapted to your company culture and structure. After the training TC3 can offer you individual on-site coaching to support your employees in their learning process.

There’s a difference between having done your work and controlling your work. Research has proven that over 50% of all employees simply take care of what appears on their desk. Employees often don’t see a connection between hard work and a higher meaningful goal and lose their motivation. A few simple and pragmatic techniques can offer you with a way and control your joy of working.

Your advantage

• Formulate SMART objectives
• Distinguish what’s urgent and what’s important
• Planning techniques that will give your more control
• Electronic applications that can make your life easier
• The do’s and don’ts of time management
• Set realistic goals in agreement with your manager
• Take more time to reflect on direction and vision
• Make a realistic planning
• Spend time on productive things
• Learn how to delegate and how to let go

Teaching method

We’ll send you an e-mail with a questionnaire you’ll need to fill out and send back to us. The feedback will give you a better insight in your time and priority management.  During the interactive training sessions you will get a good insight in your time management and a lot of ways to increase your output.

Programme

This is a 2 day training programme. For a good integration of the new skills, we advise you to organise Time and Priority Management: Refresh three months later. The course can be adapted to your company culture and structure. After the training, TC3 can offer you individual on-site coaching to support your employees in their learning process.