Effective C-Suite leaders require high competence, character, communication skills, and healthy cross-functional partnerships. Whilst ideally hired for their competence, their support of the CEO, influence, and collaboration is what makes them an asset.
There are broadly four types of coaching and any of these can be useful here:
My preference is Developmental Coaching, but I am experienced with all approaches. My motive is to elicit the strength of your C-Suite and build confidence in your team.
Many leaders thrive rapidly, others steadily, and some marginally. Remedial coaching will never compensate for a bad hire. I recommend intensive coaching over a shorter period to more rapidly determine ROI before moving to a more sustained pace provided coaching value is evident.
C-Suite Coaching can initially sound like: “How do I manage the CEO and get them off my back… get my peers out of my business… set my team up in their swim lanes and have them step up… handle a micromanaging CEO who won’t let me own my role… get others to listen to me instead of constantly heading in the wrong direction…and get my arms around a huge number of competing goals with insufficient resources?”
Our first work is to constructively reframe these challenges to something like the following:
A typical C-Suite Coaching engagement may range from 4-6 months, with a more intensive cadence being ideal. Longer, less intensive engagements are available once value is established.
Our work together may be only with you. It may also include 360 feedback, stakeholder interviews, and a meeting with your CEO/peers. This increases our shared context and ability to help the system.
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