top of page

Value of Coaching

Organizations pay people for their strengths.  Executive Coaching helps leaders develop the skills and strategies to increase their impact and enhance the value they bring to the organization.

All leaders face moments when the talents and capabilities that made them successful in the past are no longer adequate.  Taking on a new or more senior role, managing a new initiative or leading change in the organization all require growth in new directions. Often this calls for both new skills and new ways of thinking.

Our Overall Process

  • Understanding Goals for Coaching Program

  • Gathering 360 Feedback and Insights

  • Creating a Development Plan

  • Implementing Plan and Evaluating Progress

  • Using Feedback Council (to keep development ongoing)

  • Follow-Up 360 & Update Plan


A More Detailed Process Overview

  • Initial meeting to assess the executives' interests, challenges, strengths and skills, and desired outcomes for the coaching program.

  • Where warranted, conduct stakeholder interviews or assessments, aggregate data, and deliver/ process the feedback with the executive.

  • Work with the executive to design achievable, measurable goals for development in an action plan (Development Plan) that align with the broader objectives of the organization and the executive’s role and key priorities.

  • Conduct regular coaching sessions in support of the leaders' strategic initiatives, optimal success, and personal growth.

  • Assign relevant and timely homework in the form of conversations, action experiments, and additional practices to try between coaching sessions.

  • Coach observes progress, gives feedback, challenges assumptions, provides unflinching support, and proposes new ways of thinking.

  • We recommend at least two monthly contacts either in person or over the phone, as well as "just in time" support on urgent questions or issues. 

  • Implement "Feedback Council" mechanism to provide executives' access to ongoing and timely candid feedback on their development.

  • Assess progress 6 months after conclusion of coaching sessions to measure improvement and update plan based on stakeholder feedback and further opportunities for improvement.  



Every coaching engagement is uniquely designed for a leader and his or her specific context. The focus is always on achieving business results and addressing the most pressing needs.

Representative long-term coaching engagements:

  • Group VP and GM, Media Cluster

  • VP and GM, Regional Cable System

  • VP of National Sales, Automotive Digital

  • VP and General Manager, Automotive Operation

  • VP, Corporate Administration Function (transition)

  • Regional Sales Manager, Automotive Media

  • General Sales Manager, Media Cluster

  • Director of Operations and Finance, Media

  • Director of Digital Media, Consumer Advertising

  • President, Digital Start-Up Acquisition (transition)

  • President, Regional Audio Visual Enterprise 



bottom of page