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The Illumination Group 511 Avenue of the Americas Suite 17A New York, NY 10011 212.629.4321 email us | download eBrochure |
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Executive Coaching
Coaching Delivers Results
Executive Coaching Engagement Process
What if you could tap into a hidden power within yourself or your company, to
- strengthen your role as a leader or manager?
- reduce conflict and improve the dynamics in your office?
- create or improve on your vision for success?
- design a plan of action to attain it?
- empower your staff to make that vision a reality?
We partner with executives and their teams to drive financial, business and professional performance. While each coaching engagement is unique, we work with clients who seek to:
- grow revenue
- improve cost control/savings
- improve retention/lower turnover
- drive productivity
- build employee skill sets
We help executives focus on specific needs, which may include the desire to:
- lead more authentically and manage change
- integrate/develop a new company culture
- foster greater creativity and innovation
- inspire and develop leadership in others
- strengthen teamwork and communication
- attract, retain and develop valued/high potential talent
As a result of coaching, they benefit from a greater
- understanding and knowledge of personal skills
- ability to leverage these skills to empower others
- clarity of purpose, focus and a way to rally their organization
Most importantly, they experience a powerful newfound sense of purpose and passion to achieve their goals.
Just as successful companies seek to generate value for its stakeholders and maximize their return on investment, we strive to do the same for our clients. Return of Investment (ROI) of coaching is the monetary benefit obtained by a client over a specified time period, in return for the monetary investment in coaching.
Our coaching engagements are directly tied to core business needs, to ensure a favorable ROI at its conclusion.
Clients generally focus on a key specific business need during a coaching engagement. Working together, we establish performance benchmarks prior to the engagement among these desired areas. Then we develop realistic, achievable, measurable goals within the coaching engagement time frame and measure the results after the engagement is completed.
In addition, other intangible factors are also taken into consideration in terms of measuring the overall effectiveness of the coaching engagement, such as:
- improved morale
- reduced conflict
- stronger teamwork
- better communication
Criteria for Success
We customize our coaching engagements for companies according to their specific needs. In some instances, ongoing coaching support is offered as “maintenance” to reinforce desired behavioral changes. In order to execute a successful coaching program, there must be 100%:
- agreement that there truly is a need for coaching
- voluntary participation
- buy-in to the process
- commitment to completing assignments between coaching sessions
- willingness to provide data to evaluate ROI
With these parameters in place, measuring the progress and coaching program effectiveness will be greatly enhanced. Once there is a total commitment to the above criteria, our coaching engagements follow this process:
Phase 1: Assess
- 360 Self-assessments given to establish performance benchmarks
- clarify business needs that the coaching engagement will address
- client buy-in and commitment to provide data to evaluate coaching effectiveness
- clearly define roles and responsibilities for coach and each client
- match the right coach to each participant
- orientation session to explain the process and expectations
Phase 2: Execute
- weekly or bi-weekly coaching sessions, at least one hour each
- set goals in key priority areas*: e.g. productivity, operational efficiency, direct cost reduction, retention of key employees, customer satisfaction
* # contingent on length of engagement
- develop action planning
As part of the coaching program, assignments will be given between each session to promote momentum and motivation to achieve goals. Commitment to these assignments is essential to favorable performance outcomes.
Phase 3: Analyze
- monthly progress reviews will also be given to ensure that participants are on track with their commitments.
- final reporting after six months or completion of program
Being downsized can be a stressful and emotional experience. Often people start out with a burst of energy, but quickly lose momentum. Our unique process not only jumpstarts a job search, but provides a solid foundation to build a plan to move forward. Our Process
We offer affordable workshops and weekly job support groups to assist those in career transition.
CASE STUDY 1: Rich H., SVP, Sales & Marketing
Senior Level - Career Transition Coaching
Challenge
Rich was downsized from his SVP Sales/Marketing position in California but at age 59, was not ready to retire and wanted a comparable senior management position. A married empty nester and tri-athlete, he was also contemplating selling his large home and considering relocation if necessary, to ensure meeting his retirement goals.
Process
When we began, it became apparent that we needed to create a focused plan for a successful job search. We worked on ways for him to organize his network of contacts, manage his time, and stay abreast of his industry. This re-invigorated his job search and boosted his confidence. By re-establishing his network, he was able to secure a few consulting projects and was able to present himself as an “expert” in his field – thus appearing to be in demand to prospective employers.
Solution
When Rich was able to secure two strong job options, we worked on improving his interviewing skills and communicating his unique skills and value. He successfully interviewed and accepted a comparable SVP sales/marketing position in the Midwest.
CASE STUDY 2: Jessica E., Vice President, PR Agency, New York
“High Potential” (HiPo) Coaching
Challenge
The president of a boutique PR firm was seeking to groom a talented mid-level manager into a VP position so she could take more of a leadership role in the firm’s growth. Jessica’s challenge was to learn how to more effectively manage three new staff hires, her boss’ expectations and the increasing demands of her clients. She also expressed a desire to be able to delegate and communicate more effectively, especially under stressful situations.
Process
We developed a plan of action which first involved setting clear goals and expectations for each new hire. Jessica then began to delegate and supervise with accountability, utilizing a variety of management tools with each employee based on their behavioral styles and needs. We also worked on ways to improve her communication and ability to provide constructive feedback. Finally, we also explored how she could more effectively manage her time by establishing boundaries and balance.
Solution
As a result of these efforts Jessica now feels far more confident in her ability to lead others. Her direct reports are highly engaged, motivated, and share open levels of communication with her. Her boss is thrilled with her professional growth and her ability to make a long term contribution to the company.
CASE STUDY 3: Ed N., Human Resources Consultant
Career Coaching
Challenge
Ed is a HR industry veteran and has authored several books dealing with HR issues and trends and job searching. As an HR consultant for many years, he was now faced with the economic downturn and curtailing corporate budgets for his services. Ed needed to figure out a way to parlay his expertise to his advantage.
Process
We first established his Personal Core BrandingSM and his distinctive value as an HR expert. Ed also realized that he needed to let go of his belief that there wasn’t a market and any opportunities for his services – there were! We then worked on establishing a vision for Ed to reposition himself as the “go to HR Guru”, for identifiable targets - small business owners and job searchers. With a clear target and platform, we established a focused plan to create new online programs and additional content.
Solution
Energized, Ed successfully completed this transition in just a few months – he re-launched his website showcasing his new platform, began offering a series of teleclasses and teleseminars, and just introduced his latest book online.
For more case studies, please contact us
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