Executive Coaching Perspectives
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Executive Coaching Perspectives Parallel Attribute of Leader Developmental Need Strength Culture as Opportunity: The leader has a developmental need that is supported by a corresponding cultural strength. Build on Alignment: The leader has a behavioral strength where the culture has a corresponding strength. Culture as Constraint: Both the leader and the culture have a developmental need. Leader as Agent: The leader has a behavioral strength where the culture has a corresponding developmental need. Strength Developmental Need Parallel Attribute of Organizational Culture
description
Executive Coaching Perspectives. Strength. Parallel Attribute of Organizational Culture. Developmental Need. Executive Coaching Perspectives. Culture Scores. Leadership Scores. Executive Coaching Perspectives. Culture Scores. Leadership Scores. Executive Coaching Perspectives. - PowerPoint PPT Presentation
Transcript of Executive Coaching Perspectives
Executive Coaching PerspectivesParallel Attribute of Leader
Developmental Need Strength
Culture as Opportunity: The leader has a developmental
need that is supported by a corresponding cultural strength.
Build on Alignment: The leader has a behavioral
strength where the culture has a corresponding strength.
Culture as Constraint:Both the leader and the culture
have a developmental need.
Leader as Agent:The leader has a behavioral
strength where the culture has a corresponding developmental
need.
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Executive Coaching Perspectives
Culture Scores Leadership Scores
Executive Coaching Perspectives
Culture Scores Leadership Scores
Executive Coaching Perspectives
Culture Scores Leadership Scores
Executive Coaching Perspectives
Culture Scores Leadership Scores
Recommendations
Developmental Need StrengthParallel Attribute of Leader
Culture as Opportunity:
Seek in-role development opportunities; set near-term goals.
Build on Alignment:
Seek advanced opportunities to “fine-tune” capabilities and culture.
Culture as Constraint:
Understand the circumstances of cultural needs; set realistic expectations; seek external development opportunities.
Leader as Agent:
Consider the organization’s readiness for change and
appropriate role of leader; adapt coaching to a longer and more
flexible arrangement.
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