executive coaching

Executive Coaching

Ignite provides customized individual and group coaching for senior executives and developing leaders in the area of leadership and executive behaviors.   

Individual Coaching Engagements

A typical coaching engagement may start with an executive developmental assessment comprising a battery of behavioral interviews, 360 feedback activities and various psychometric assessments.  IGNITE is tool-agnostic and is adapt at using existing client assessment data prior to coaching if these are available.

Coaching engagements are typically goal oriented, tracked and measured, and may last between 6 months to 18 months, depending on the nature of the assignment.   Coaching sessions and meetings may be conducted via phone and videoconference, or in-person, depending on the needs of the clients and their sponsors.  While there are regular scheduled coaching sessions, executives are typically unrestricted in accessing the coach as needed.

Group Coaching Engagements

Clients occasionally request group-coaching services for developing leaders.  These are typically customized development programs consisting a mix of group coaching and action learning activities, incorporating specific leadership growth targets and learning objectives for each individual and for the group as a whole. 

Group coaching assignments are also tracked and measured, where participants and their sponsors share accountabilities for new habit formation, growth and impact creation. Depending on the program design, there may be topical learning activities and coached applications around planned leadership growth areas across a period of time. 

The nature of group coaching demands that sessions are scheduled on a regular and structured basis.  Group coaching engagements are typically conducted in-person, with video or voice conferencing as a follow-up tool.  With the availability of advance e-learning technology, IGNITE is ever willing to partner corporations interested in exploring group coaching via online methods.

IGNITE COACHING APPROACH is an iterative process consisting the major components of creating clarity on a developmental profile through assessment activities; developing personal leadership effectiveness through coaching conversations and actions, using cycles of “reflect, ignite, action”; and putting personal leadership effectiveness into practice through coaching on unique situational leadership applications.

IGNITE’s coaching approach is not an academic model but one based on practical experience in coaching senior executives. Although most executive coaching with IGNITE will cover these components, the approach is not meant to represent a linear process. Nor is it prescriptive. In practice, a mid-way assessment or feedback exercise is common to enable insights on progression. At later stages of coaching, an executive may take another deeper dive into Personal Effectiveness in order to tackle a particularly complex situation.

Month 1

Development Profile

The executive participates in a 2-3 hour behavioral assessment, which may be accompanied by 360 degree feedback on leadership behaviors and psychometric assessments.  He or she  may add previous assessment data into the mix.

The data allows us to jointly explore the executive’s current state and developmental needs from different vantage points. The feedback exercise during the process also increases self-awareness.

At this stage, leadership development gaps will surface for action/discussion in later stages of coaching.  Obvious skill-related gaps may need to be bridged outside of the coaching.

Month 2-3

Personal Leadership

Through a series of coaching conversations that use a  “reflect, ignite, action” cycle, the executive explores and commits to desired personal and leadership goals, builds self awareness, uncovers passion, inner strength and empowerment to drive actions to change the way he or she operates.

At this stage, the executive will typically also discover personal operating systems that create barriers for success and learn ways of overcoming or removing these.

The conversations may be  tough and sometimes uncomfortable, but always supportive, safe and confidential.  The executive takes on questions that challenge and test new ideas and push boundaries.  He or she will explore in detail how he or she makes choices to show up in leadership, and learn to stand accountable for outcomes created from those choices.

Through assigned activities in between coaching sessions, the executive grows steadily more self-aware and learns to consciously attend to choices which create higher personal and leadership effectiveness in everyday personal and work situations.

Month 3-4 Onwards

Situational Leadership

As the leader grows confident and competent in Personal Leadership, coaching conversations will naturally steer towards action learning by having the executive explore his or her  leadership effectiveness in real-time or anticipated leadership situations.

The executive integrates stakeholder management, organization, market, industry and other complexities into his or her practice arena, and navigates leadership challenges with the conscious application of learning gained from practicing Personal Leadership.  It is normal for the leader to extend conversations to encompass family situations that impact his or her effectiveness or mental state of mind, if this has not already occurred earlier.

For some people, coaching during the latter part of this stage may focus on the leader changing the way he or she publicly operates and/or declaring his or her commitment and results. It may mean involving other stakeholders in a “systems” change, or changing organization structures and processes to sustain leadership effectiveness gains.  Others may feel compelled to coach or share with others to reinforce personal learning.

Cheng Yin Symonds is not just another Marshall Goldsmith Certified Coach. Instead, she is an Associate Coach for the Marshall Goldsmith Group and is part of a network of experienced international executive coaches that the Marshall Goldsmith organization calls upon when there are large-scaled global coaching engagements.

As such, IGNITE also offers the Marshall Goldsmith Stakeholder Centered Approach to executive coaching, which is a “pay for results” coaching approach. In other words, within certain transparent terms and with clear obligations on both the client and the coach during the engagement, clients have the option to choose a coaching arrangement that guarantees agreed results. Without clear coaching results, no payment is due.

For more information on the Marshall Goldsmith approach, client fit, and various articles summarizing the approach, please visit http://www.marshallgoldsmithgroup.com/coaching.html