Qualities of Good Leadership :: 360 Feedback Performance Appraisals
coaches are not for the meek. They’re for people who
value unambiguous feedback. All coaches have one thing in
common, it’s that they are ruthlessly results-oriented."
What is Executive Coaching?
Effective coaching is a major key to
improving business performance. Executive
Coaching focuses on the qualities of good leadership and
improved business results. It is comprised of a series of
structured, one-on-one interactions between a coach and an
executive, aimed at enhancing the executive's performance
in two areas:
• Individual personal performance
• Individual organizational performance
Coaching is Hot! Article click
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The Business Case for Coaching
of Goleman and Boyatzis shows that the key indicator of failure
for young executives is their inability to develop empathy.
||The research of the
Gartner group shows that the key factor in retaining high quality
employees is having a favorable relationship with their supervisor
where they experience the opportunity being treated like an
adult and given the chance to grow and develop.
||The research of Metrix
Global shows that coaching generated improvements in retention,
cost savings, productivity, work output and sales and 69% of
improvements were attributed to coaching.
From a study of 100
executives from Fortune 1000 companies conducted by the Manchester
• 5.7 times the initial investment in coaching is recaptured
• 53% improvements in productivity in execs receiving
• 48% improvements in quality from execs receiving coaching
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Business Case for Coaching Article click
What are the Benefits?
• Achieve more business and
• Clarify causes of behavior and create a strategy for long term change
• Create the best choices and decisions possible for you and your company?
• Demonstrate more effective interpersonal communication skills
• Develop emotional intelligence competencies
• Enhance leadership capability
• Improve job performance
• Improve interaction and influence skills
• Learn skills to manage conflict and change
• Maximize control over career path
• Prevent derailment
• Realize better communication between leaders and their teams
• Resolve problems that impede job performance
• Support succession planning
• Unleash high-potential capacity
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Executive Burnout Article click
Who We Work With
We work with work with executives,
corporate leaders, senior professionals, entrepreneurs, accountants,
attorneys, and business owners in a broad range of industries
to make you more valuable to yourself and your organization.
We coach you to:
• Become a leader who motivates,
inspires and innovates
• Deal with difficult people and issues
• Make better informed decisions to lead your company
• Utilize your time and energy effectively
in Times of Uncertainty Article click
If you’re like many of our CLIENTS,
you might benefit from coaching in one of these areas:
• Leadership Development
• Communication Skills
• Emotional Intelligence
Facing Moral and Ethical Dilemmasclick
We find that the clients who succeed
Take the Emotionally
Intelligent Leader Quiz
• Are highly motivated to maximize their full potential
• Are open and honest with themselves and the coach
• Realize that if they want different results they need to
do things differently.
• Are open to learning a better way – often tapping
into their own inner resources
• Are enthusiastic about making a commitment of time, money,
and following through with actions
“The significant problems we face cannot be solved at the
same level we were at when we created them.”
- Albert Einstein
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Why Working Resources Executive Coaching?
Working Resources' executive management coaches provide confidential,
independent feedback, based on individual assessment and analysis
through a variety of methods. Working Resources executive coaching
• Support for executives facing change and new leadership
• Flexibility, involving activities that focus on priorities
specific to the individual and the organization
• Solutions targeted to specific needs.
Dr. Maynard Brusman has over 20 years experience in the field
of coaching. Additionally, we offer a diverse suite of coaching
and development tools, including: Myers-Briggs Type Indicator Step
II Form Q (MBTI), Spectrum CPI-260 Coaching Report, Fundamental
Interpersonal Relations Orientation (FIRO-B), and 360-Feedback
Performance Appraisal - Leadership Practices Inventory (LPI).
Intelligent Leader Survey click
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Strategic Executive Coaching Program
Clients perform under pressure as team members, team leaders and
as individual contributors. The client works directly on his or
unique challenges, which are aligned with business objectives.
• What are the organization’s key business challenges?
• What business goals need to be achieved?
• What are the business enterprise core values?
• Which culture-specific leadership competencies define success?
• Does the organization have a proven system to select, develop,
and retain top talent?
The goals are issue identification, clarification and resolution.
The executive coach observes the daily interactive process of the
participant, and provides direct face-to-face consultation. The
executive coach brings fresh perspectives to problems, and helps
remove hidden obstacles to performance. For example, the executive
coach helps the participant look at the individual personalities
and styles involved in work team dynamics to devise strategies
for success. Executive coaching works on levels deeper than simple
how-to techniques. The discovery and implementation of core values
is one kind of organizational transformation that can subtly shift
workforce attitudes from the top down. This can lead to an atmosphere
of corporate enthusiasm and optimism that is ultimately reflected
on the bottom line.
As today's leaders find themselves increasingly challenged, they
realize that they must find ways to transcend traditional limits.
The executive coach incorporates relevant examples from research,
different cultures, successful sports franchises, and business
best practices. These examples help to broaden the client's horizons
and create a learning context that fosters creativity and innovation.
With a coach as a committed and personal partner, participants
utilize improved perspective to choose where to focus attention
and resources. They overcome obstacles that previously limited
or frustrated them. They develop their ability to perform consistently
at optimal levels focusing on improved results.
Executive coaching helps participants transform stress into optimal
performance, and use the kinetic energies inherent in change as
a source of strength. Continuous learning, change resiliency and
enhanced performance is the response to challenge the executive
The Executive Coach:
• Observes client behavior in the workplace, and helps clients
learn to self-observe.
• Creates a partnership with clients engaging in a dialogue
of mutual influence.
• Gives respectful, candid feedback to both client and company.
• Operates with the highest standards of honesty and integrity.
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Executive Coaching Process
Executive coaching is designed for an individual's unique needs
and circumstances. The process, however, usually has five major
Initially, a contracting meeting for the purpose of clarifying
expectations takes place. Typically, the meeting may include a
human resources manager, the executive coach, and the executive
coaching client. The objectives of the contracting meeting include:
• Identification of desired competencies
• Agreement regarding confidentiality boundaries
• Identification of measurable outcomes
• Confirmation of good chemistry
• Clarity of roles and responsibilities
• Agreement regarding milestones and timelines
• Conceptual agreement regarding fees
A mutual understanding of the coaching process, expected results,
specific issues and time frame of the coaching is developed. The
Executive Coaching process typically spans a minimum of six months.
2: Comprehensive Assessment
A structured interview, data collection and relevant assessment
instruments to clarify emotional intelligence competencies, leadership
skills, values, interests, work styles and other key factors are
utilized. Executive management coach and client engage in an in-depth
dialogue of relevant issues focused on performance improvement.
A 360- feedback performance appraisal informs the process.
3: Feedback and Action Planning
The first order of business is a feedback dialogue between coach
and client. The focus is on relevant data from instrument assessments
and 360-feedback performance appraisal. Executive management coach
and client collaboratively create an Action Plan that includes
strengths, developmental targets and effective strategies for change.
The focus is on self- insight, motivation, problem solving, skill
acquisition, and leadership development. Interventions are aligned
with client's vision and the key objectives of the business The
Action Plan focuses on behaviors that contribute to specific business
results. Weekly coaching meetings are one to three hours.
4: Action Learning
The coach guides and reinforces the development of leadership
competencies outlined in the Action Plan. Techniques include action
learning, role play, and shadowing.
5: Follow-up and Sustaining Success
Approximately six months after the initial feedback session, an
abridged version of the 360-feedback performance appraisal is conducted.
The results of the assessment assist in evaluating the effectiveness
of the coaching process. Further development of the executive is
determined and aligned with business goals.
of the Fittest – 360-Feedback Article click
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