Leadership and Executive coaching“Contrary to the opinion of most people, leaders are not born. Leaders are made, and they are made by effort and hard work.” – Vince Lombardi

Corporations often opine that their most valuable assets are their people. Companies that subscribe to this view are willing to make investments in their key people in order to help them sharpen their skills and become the leaders the business needs. Leaders are expected to communicate the corporate vision, foster the desired culture, inspire the organization to achieve its goals, and develop talent.

“People ask the difference between a leader and a boss. The leader leads, and the boss drives.” – Theodore Roosevelt

There are many excellent training programs on leadership that provide great material and a foundation for individual growth. However, as with most training programs, participants are often pulled back into the day-to-day aspects of running the business, and the impact of these programs is soon lost.

“A sense of humor is part of leadership, of getting along with people, of getting things done.” – Dwight Eisenhower

Leadership and Executive coaching is intended to assist in continuing development through a thought-provoking and creative process enabling participants to maximize their personal and professional potential. CEO Partners offers programs designed to assist both established and emerging leaders in becoming the most effective professionals they can be.

Using 360 Degree instruments from MHS Assessments (the Discovery Leadership Profile™ – “DLP” and Emerging Leadership Profile™ – “ELP”) coupled with an ongoing in-person or telephone coaching program over a defined time period, CEO Partners is looking to help leaders be themselves with more skill.

The Discovery Leadership Profile™ and Program for Senior Leaders

The purpose of the Discovery Leadership Profile™ and the associated individual coaching is:

  • Developing Stronger Leadership Ability
  • Creating a Better Understanding of Strengths & Challenges
  • Gaining Insight into the Perspective of People You Work With
  • Focusing on Areas of Improvement
  • Creating an Action Plan for Personal Development
“High expectations are the key to everything.” – Sam Walton

Leadership coaching begins with a process of self-discovery—a comparison of self-perceptions with the perceptions of bosses, peers, direct reports and others such as customers or vendors. The DLP™ 360 is designed to provide feedback in ten specific areas that relate to leadership performance. In addition, the DLP™ is customizable to include up to five narrative questions.

Program participants can invite up to 15 people to complete the confidential online survey. Once the responses have been received, a report is generated outlining the perceptions of each group. Anonymity is guaranteed for individual respondents in order to elicit frank and candid feedback.

“Example is not the main thing influencing others. It is the only thing.” – Albert Schweitzer

The report is distributed solely to the program participant and the participant’s coach. Together, they debrief the DLP™ 360 looking for high-skill areas, low skill areas, perception gaps, and patterns. The data from the report generally fall into one of four categories: Good News – No Surprise, Good News – Surprised, Bad News – Not Surprised, and Bad News – Surprised. The participant and coach identify three to five areas for improvement at the conclusion of the session.

“The way to get started is to quit talking and begin doing.” – Walt Disney

A schedule of one-on-one coaching sessions is then initiated beginning with a goal-setting meeting outlining specific action steps the participant intends to undertake to address the opportunities and challenges identified in the DLP™ 360.

Over the course of four to six months, additional coaching sessions are held to review progress in achieving acknowledged goals. The coach’s role is to support, challenge, question, and hold the participant accountable for achieving these goals. At the conclusion of the defined coaching period, a follow-up DLP™ 360 can be completed to track progress.
Two People Discussing Matters
The Emerging Leadership Profile™ and Program for Emerging Leaders

The purpose of the Emerging Leadership Profile and the associated individual coaching is:

  • Gaining Insight into the Perceptions of People You Work With
  • Better Understanding Your Strengths & Development Challenges
  • Developing the Participant’s Effectiveness as An Emerging Leader
  • Creating an Action Plan for Personal Development
  • Identifying Your Greatest Opportunities for Improving as An Emerging Leader

The ELP™ 360 differs from the DLP™ 360 in that twelve specific leadership competencies are addressed covering different focus areas that are directly relevant to emerging leaders. Otherwise, the process for the online survey and individual one-on-one coaching are the same.

“Few things can help an individual more than to place responsibility on him, and to let him know that you trust him.” – Booker T. Washington