What is Coaching?

A personalized, one-on-one development process designed to help leaders maximize their effectiveness and contribution to the organization.

• Focuses on leveraging the strengths and building the key skills needed to achieve desired business results
• Promotes learning from real-life situations – both successes and failures-- as they occur
• Develops the leader’s capacity to be continuously self-correcting
• Includes agreed-upon ground rules, timeframes, goals and measures of success

Why Coaching

• The most powerful methods for growing leaders are those that occur on the job
• We can’t always find or buy the leadership we need.  We must have more bench strength within NASD.
• Leadership talent is in high demand. Competition among companies for this talent will intensify.
• Coaching can obtain impressive results. 

Manchester, Inc. Comprehensive Report on Results of Executive Coaching

• 100 executives in mostly Fortune 1000 companies found an average ROI of 5.7 times the initial investment in coaching
• Percent of Executives Reporting Company Improvements:

            53% - Productivity
            48% - Quality
            34% - Retaining executives who received coaching
           23% - Reducing costs
            22% - Bottom Line Profitability  

• Percent of Executives Reporting Personal Improvements from Coaching:

            77% - Working relationships with direct reports
            71% - Working relationships with immediate supervisor
            67% - Teamwork
            63% - Working relationships with peers
            61% - Job satisfaction
            52% - Conflict reduction

Why do High Performers Need Coaches?

• Strengths can become weaknesses as roles change.

• (e.g. As technically excellent staff move into leadership roles, they may over use their technical skills and under emphasize their interpersonal and leadership skills.)

• Success can lead to resistance to personal change.  Their past performance led to excellent results.  Why should they consider changing?
• Weaknesses that could be overlooked in light of high performance now matter in new roles.

 Benefits of Coaching

• Improve organizational performance and achieve business goals
• Build leadership bench strength
• Maximize the contribution of the strongest players
• Increase the likelihood of success after promotions
• Reduce the impact of obstacles to performance
• Retain and motivate high performers
• Demonstrate organizational commitment to high performers
• Demonstrate that the organization values leadership

 Recognizing Openings for Coaching:

• Performance Evaluation Results (improved or new strengths or skills)
• Preparation for the Next Job or Additional Responsibilities 
• Getting People in Shape to Select Future Leaders
• On-Boarding New People
• Moving from Individual Contributor to Leader
• Working with Competence, Commitment, or Structure Issues
• Work-Life Balance (being in shape for the game at the highest levels)
• Becoming more masterful with Emotional Intelligence
• Life Transitions

When Coaching is Not Appropriate

•  To “Fix” People
• As a “Remediation” Program
• When Counseling, Behavior Modification, Advice Giving, or Consulting is more appropriate
• When there are Short-Term Expectations of Results