Executive Coaching Proposal

EXECUTIVE COACHING: INCREASING PERFORMANCE AND DELIVERING PROVEN RESULTS. Encouraging and delivering client-based change which facilitates long-term success.

Executive Coaching For Results

“The paradox of success occurs because when we recognize the need to change

before we have to change.”

Charles Handy, “The Age of Paradox” Harvard Business School Press, 1994


Executive Coaching Concepts: Coaching is an interactive process that relies on collaboration

and is based on three components: increased focus and execution, personal support and individual challenge. The process has to be centered on an emotional bond that is positive in order to succeed.Sherman, S., Freas, A. “The Wild West of Executive Coaching”, Harvard Business Review

2004

Coaching is a customized and engaging process that both acknowledges and honors individuality (thus increasing consciousness and contribution).“Coaching and mentoring: How to develop top talent and achieve stronger performance”,

Harvard Business School Publishing Corporation 2004


The Qualified Coach : An ICF certified coach

Certification from the International Coach Federation (ICF) is extremely important when considering which coach to hire. ICF certification means the coach : Has received professional training from a program specifically designed

to teach coaching skills in alignment with the ICF Competencies and Code of Ethics.

Has demonstrated a proficient understanding and use of the coaching competencies as outlined by the ICF.

Is accountable to the ethics and standards set forth by the ICF.

Source: International Coach Federation web site, http://www.coachfederation.org/ICF/

Executive Coaching For Results John Carnes Professional Qualifications and Background:

18 year medical device sales and team leadership professional. Most recent breakout years 2007 and 2009 achieved with executive coaching;

102% and 116% percent to plan respectively. Personal and executive coaching experience in my current profession, as well as

within a limited private practice. Certified in EQ360, BarOn Emotional Intelligence assessment and TESI (Team

Emotional and Social Intelligence) assessments. September 2009. Currently implementing and measuring within 20 person team.

Team member of international group implementing and measuring the impact of coaching within an industry leader in Healthcare industry. To be published 2010.

PCI, Performance Consultants International, Level I Certification, November 2009.

ICF certified ACC (Associate Credentialed Coach) May 2009. Completed Masters Level Executive Coaching program, University of Texas at

Dallas School of Management. March 2009. Graduate of the International Coach Federation accredited, Coach for Life,

professional coaching program (106 hours) January 2008.


Executive Coaching: The Opportunity: Although most “major companies did not use coaching before

the 1980’s, annual spending on coaching in the united states is estimated at roughly $1 billion”.

“Developing more fruitful ways for businesses and executives to work together has become a priority and a new source of economic value”.

Sherman, S., Freas, A. “The Wild West of Executive Coaching”, Harvard Business Review 2004


Executive Coaching in Client Company: Opportunity

Implementation of a dedicated internal executive coaching program within Client Company that focuses on: Management: Regional Vice Presidents and District Managers. Teams: District levels. Individuals: Field Sales Representatives and support staff.

Benefit: a coach with a thorough understanding of the challenges and opportunities of our industry.

Benefit: Resource Allocation and Increased performance and execution.


Executive and Management coaching in Client Company : Potential

Assist in clarifying and the self-concordance (internalization) of corporate goals.

Increased utilization of assessment tools and feedback loops (EQ360’s, mini-surveys, customer feedback).

Identify and leverage an individuals strengths and “multiple intelligences” through implementation of EQ-I surveys.

Facilitate, design and implement strategies that enhance the interpersonal interactions of these unique motivational pathways as identified and described by Reuven Bar-On, PhD.


While IQ and analytical abilities are an important criteria for success (influencing and increasing profit by an average of 50%), Emotional Intelligence (self-management, relationship-management, social-management, social-awareness and self-awareness) has been shown to increase incremental profit by 390%. EQ competencies are both measureable and ripe for development through coaching.

According to research by Daniel Goleman, EI contributes 80 to 90 percent of the competencies that distinguish outstanding from average leaders-sometimes more.

Goleman, D., Boyatzis, R., McKee, A., “Primal Leadership, Learning to lead with Emotional Intelligence” 2002 Harvard Business Press.


District and Team Coaching: Potential Quarterly district/team meetings where corporate objectives

and strategies are discussed and plans are established that analyze and implement these goals on a local level.

Facilitate teams that recognize and focus on leveraging and aligning each individuals unique talents and strengths.

Develop and implement individual SAMRT (Specific, Measureable, Achievable, Relevant and Time bound) action plans.

Establish and implement 12 week coaching engagement with each team member that, on a weekly basis, promotes “accountability through empowerment”. This process will deliver measurable progress and have a positive impact on productivity and generate an observable ROI.


Training alone increased productivity by an average of 22% with most respondents reporting no change

at all vs. an 88% increase in accountability, focus and retention with regular and dedicated follow-up.

Olivero, G., Bane, K. D., & Kopelman, R. E. (2001). Executive coaching as a transfer of training tool: Effects on productivity in a public agency. Public Personnel Management.

Guskey, T. R. (2000). Evaluating professional development.


Individual Sales Representative Coaching: Potential Weekly low-cost (phone) coaching engagements to increase

accountability and increase performance. Implementation of on-call “laser” coaching that will address

and provide pre-call planning to craft a customer centered strategy and message, minimizing ‘data dump” tendencies.

Provide reinforcement of new behavioral skill-sets (VBS, SPIN Selling, sales meetings, trainings etc.) increasing retention of key concepts (as noted in previous slide) and promotion of insulated customer relationships designed to withstand competitive “commoditization” of the market.


Thank You!

Executive Coaching Proposal

Documents

Transcript of Executive Coaching Proposal