Why Executive Coaching?

Executive Coaching for senior leaders can be a wise investment in scenarios including:

Preparing individuals for future expanded responsibilities, like promotions
Improving resilience, judgment and decision-making during times of significant change or complexity
Accelerating individuals’ transition to a new role, new geography, or new set of responsibilities
Improving specific aspects of leadership in otherwise high-potential individuals, such as people management skills or influencing skills
Enabling a smooth integration of a new senior joiner into an organisation.

In addition, Katie specialises in coaching:

Leaders in the Nordics (as well as Europe, Asia, or India) who need to grow their influence globally with colleagues and clients
Leaders who have recently moved to the Nordics or Europe from the US or UK who need to rapidly adapt their leadership and influence to their new context
Later-career leaders who need coaching to think through the next (perhaps last) step of their career.

What does Executive Coaching consist of?

Executive coaching is an investment in an individual’s leadership, in service of their organisation’s goals. This means that while we work with individuals, our client is not the individual, but the organisation that they serve.

The nature and process of coaching engagements is always bespoke to the organisation and individual. However, below outlines what a ‘typical’ executive coaching engagement might look like. Coaching usually lasts from 6-12 months, and can be separated into four phases:

1. Understanding the context; diagnosing the current state

Meeting with the person’s manager(s), sponsor(s) and/or HR to understand why coaching is desired. What would the coaching ideally achieve? We also use this time to contract on the specifics of the coaching engagement and on confidentiality (e.g. what data will be shared with whom, and for what purpose)
Gathering data on the person, their strengths and areas of development. This usually involves gathering 360 feedback but it might also involve an interview with the person about their career, a psychometric questionnaire, and/or looking at existing organisational data, depending on the context
Creation of a report summarising the data. This usually details the person’s strengths & development areas, developmental recommendations, and what additional support they may require beyond coaching
Debriefing the report with the person individually
The manager(s) are typically debriefed on the report separately.

2. Creating & aligning around the goals of the coaching

1. Understanding the context; diagnosing the current state

Together with the person being coached, crafting an Action Plan with 3-4 key goals, plan to achieve these, and ideally metrics to track progress
Meeting together with the person’s manager(s) to debrief the main takeaways from their feedback, and discuss their Action Plan. This is to ensure that there is alignment around what the goals of the coaching are, and how these will be achieved.

3. Ongoing coaching to make progress against goals

Regular coaching sessions – perhaps once every 2-6 weeks, depending on the situation
These sessions are an opportunity to focus on the coaching goals, reflect on progress, discuss obstacles or challenges that have arisen, interrogate the person’s current behaviour and thought patterns, and think together about how to move forward
Observing meetings / presentations and giving real-time feedback can be useful alongside coaching sessions.

4. Evaluating progress and ending the coaching

3. Ongoing coaching to make progress against goals

Gathering of data to evaluate progress against goals, e.g. feedback from a subset of stakeholders
Debriefing this data with the person being coached, and then separately with their manager(s)
Meeting together to review progress and confirm whether additional support and/or further coaching is required
Once the coaching has come to a conclusion, requesting feedback on the coaching from the person who was coached, their manager(s) and HR.

Why Executive Coaching?

Executive Coaching for senior leaders can be a wise investment in scenarios including:

What does Executive Coaching consist of?

1. Understanding the context; diagnosing the current state

1. Understanding the context; diagnosing the current state

1. Understanding the context; diagnosing the current state

2. Creating & aligning around the goals of the coaching

1. Understanding the context; diagnosing the current state

1. Understanding the context; diagnosing the current state

3. Ongoing coaching to make progress against goals

3. Ongoing coaching to make progress against goals

3. Ongoing coaching to make progress against goals

4. Evaluating progress and ending the coaching

3. Ongoing coaching to make progress against goals

3. Ongoing coaching to make progress against goals

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