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FAQs

Who is a good candidate for executive coaching?

 

Leaders who have untapped potential, are open to learning and receiving feedback, and are fully engaged in the process will benefit from the time and investment of executive coaching.

 

When should an organization use one-on-one executive coaching vs. group learning programs for leadership development?

 

One-on-one executive coaching programs are appropriate for leaders who have unique development needs that require in-depth focus on their specific needs and issues that would not be possible in a group setting.  Additionally, leaders whose level and position in an organization requires a high degree of sensitivity and confidentiality and who would be uncomfortable receiving feedback in front of peers and subordinates find executive coaching preferable to group learning programs.

 

What should an organization look for in an executive coach?

 

Some criteria to consider when selecting an executive coach includes:

 

• Depth of executive coaching experience

• Types of assignments

• Clients served

• Industry experience and business knowledge

• Education and professional certifications/designations

• Processes used and how success is measured

• Unique skills and subject matter knowledge

• Personality and fit with the executive to be coached and your corporate culture

• Cost

 

What differentiates you from other executive coaches?

 

My qualifications are unique in that I have extensive experience and graduate degrees in both business and the performing arts. Having successfully climbed the ladder in a Fortune 500 company, my learning curve is short since I already have significant business knowledge, understand how large companies work, know what is expected of senior leaders, and am able to recognize and address challenges common to women in leadership roles.   Performing opera and singing as a soloist in concerts also provides me with specialized knowledge and skills in high performance techniques.  My creative ability to tap into these diverse domains of knowledge and expertise gives me enormous range and flexibility to leverage coaching techniques appropriate to each leader’s unique needs, and help them develop into exceptional leaders.

 

How long does an executive coaching program typically take?

 

Programs run between 3-12 months, depending on the executive’s needs and the focus areas of development.

 

How frequently are the executive coaching sessions conducted and where does the coaching take place?

 

Coaching sessions are conducted 1-2 times per month, either face-to-face, via videoconference or by telephone.  Face-to-face meetings are conducted at a mutually agreed upon location, usually at the sponsoring company’s offices or a location provided by the sponsoring company.

 

How do you monitor progress and measure success of your executive coaching programs?

 

I monitor progress first by taking an informal checkpoint with the executive and the company sponsors (usually HR and/or the Executive’s Manager) after the completion of 1-2 sessions.  This ensures that the fit is working and that the coaching has gotten off to a good start. Mid-point during the program, I review progress again with the executive and the company sponsors to check on results to date and reconfirm focus areas and objectives for the remaining portion of the coaching program.  At the completion of the coaching program, I prepare a written progress review and conduct a formal debriefing with the executive and the company sponsors.

 

Success is measured in two ways: 1) The executive’s perception of learning and positive changes within him or herself, and, 2) the observation of positive changes in the executive by others. This may include a round of interviews with company stakeholders in addition to feedback from the primary company sponsors.

 

What levels of leaders do you typically work with?

 

I work with leaders in all levels of organizations, ranging from early career high potential employees, to C-suite executives.  Generally, I conduct executive coaching programs for high-level leaders, and group programs for early and mid-career leaders.

 

What kind of programs to do you offer for groups?

 

At the present time, I offer five group leadership and communication seminars ranging from half-day to two full days, as well as a virtual program. Three of these programs are designed for mixed groups, and two are specifically for women.  I have conducted group programs for Leadership Development, Women’s Leadership, People of Color Leadership and Industry Groups.  Companies may arrange to bring any of my programs in-house for groups of employees. I also conduct an open enrollment one-day Achieving Leadership Presence program through LIMRA, and occasionally present at community events that are open to the public.

 

What process do you use for Group Learning Programs?

 

To ensure effectiveness, I work closely with company sponsors when conducting group learning programs at client companies. In general, I following these steps:

 

  • Conduct a needs assessments and/or participant questionnaire

  • Develop and assign pre-work assignments

  • Customize and review all participant materials

  • Facilitate the group learning experience

  • Oversee development of participant learning plans

  • Assign post work that may include follow-up on learning plans, creation and participation in on-line topical forums and optional one-on-one coaching

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How do you measure the success of Group Learning Programs?

 

The process I use to evaluate the effectiveness of my group learning programs includes:

  • An in-depth participant evaluation form

  • A debriefing session with the company sponsors to review the participant evaluation findings and overall results of the program