Executive coaching is a trusted, confidential relationship between a leader and a professional leadership coach. Your coach’s mission is to support you in becoming the leader you want to be, working toward goals you define. Coaching involves exploration, curious observation, reflection, and experimentation.  Your coach will offer feedback, challenge your assumptions, encourage you to try new behaviors, support you, and hold you accountable.  You choose which new leadership mindsets and behaviors you want to integrate, and those you want to let go of.  Your leadership translates into the betterment of the organization you serve, the impact it produces, and the experience of the people engaged in its work.

Curious to learn more about a leadership coaching experience?
Check out this case study

Meet Anita, a high potential regional manager in a public sector organization.

The Challenge

Anita oversaw a small staff responsible for developing and sustaining productive relationships with a wide variety of stakeholders in a multi-state territory, and she herself was expected to foster cross-boundary collaboration and build strategic partnerships with senior peers both internal and external to her own organization.

She had unexpectedly received direct, written feedback from her boss that she “needed to work on her executive communication.” She was critiqued for bypassing her direct manager and raising issues with his boss, leading her management to view her as ineffective at cultivating stakeholder relationships. Shocked, Anita realized she had lost the trust of her senior leaders. She felt demoralized and upset with herself but was committed to turn things around.

Desired Results

Anita sought to repair relationships with her seniors and be considered an effective and influential leader. For that to happen, she knew she had to become acutely aware of her own emotions and responses as she interacted with others. If she could increase her awareness and better manage her emotions, Anita was sure she could repair and regain trust in her work relationships and increase her own and others’ confidence in her leadership abilities.

Coaching Outcomes

Anita learned to slow down and observe herself in different situations. She learned to respond intentionally, rather than react mindlessly, by listening deeply and asking more questions when others spoke.  These small but significant behavioral changes allowed her to understand the skills, creativity, and knowledge that others could offer, and better connect with her staff, peers, and managers.

Her efforts were recognized by management when they gave her a leadership role in a regional reorganization. As part of the assignment, she mentored junior managers as they established strategic alliances with important partners.

When she was assigned to a broader role that required expert command of influence skills, Anita committed to continue practicing the relationship strategies she learned in coaching, recognizing they would be critical to her success.

A more detailed version of the preceding case study may be downloaded here.

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