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EC and CC's leadership coaching model
   
Situations where executive coaching can make a fast, observable difference in Leadership and business coaching
   
Key premises supporting EC and CC's coaching model
   
10 step process for coaching to improve leadership development
   
 
SITUATIONS WHERE EXECUTIVE COACHING CAN MAKE A FAST, OBSERVABLE DIFFERENCE IN LEADERSHIP AND BUSINESS PERFORMANCE
 
Developing Executive Maturity For Executives who are valuable to the corporation, but are displaying glitches in their leadership behavior that are detracting from building strong performing teams or successful relationships with other executives or subordinates.
Developing Executive Communication Effectiveness For Executives who are struggling with getting the most out of their leadership efforts attributable to not being able to communicate effectively (presentations, meetings, inter-personal, written or non-verbal) which is creating negative feedback, lack of cooperation and sometimes hostility.
Developing Delegation and Team Building Skills For Executives who require mentoring to break away from the safety of being an individual contributor toward the larger leadership role of accomplishing goals through other people.
Alleviating Executive Dissension For specific intervention between two executives or executive and his/her superior who are experiencing observable disruption which is creating a negative impact on performance, teaming and the achievement of company objectives. Applicable in situations where the organization would like to retain one or both of the executives and believes that Executive Coaching is a prudent business investment as opposed to termination of employment.
Successful Leadership Models for Women For women who desire to elevate their level of success (performance, title and compensation) within their existing male dominated organizations without making major compromise.
Leadership Content For recently acquired or promoted executives who need to accelerate the acquisition of business, technology, strategy, technical or leadership capacity to reach required performance expectations.
Team Performance Development For under-performing teams, recently formed or changed teams or teams who cannot function because of dissension and are in agreement that intervention of a facilitator to provide relevant solutions and buy-in from the members is required.
First Six Months Assimilation For newly hired executives to accelerate orientation and positioning in the organization, increase awareness of expectations, enable rapid contribution in key areas, resolve issues related to new communication styles and relationships and increase potential for long-term success.
   
 
 
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