BxCS- Coaching Overview

Discover the power of Applied Behavioral Analysis

Executive Coaching & Leadership Solutions

Fernando J. Vinagre, BCBAwww.bxchangesolutions.com321-720-6411

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What is Executive Coaching?• Defined as the development process that builds a leader’s capability to

achieve short- and long-term organizational goals.

• Executive Coaching is most successful as a three-way partnership among coach, executive, and the executive’s organization.

• Each partner has an obligation and responsibility to contribute to the success of the coaching process.

• Although the primary work is between executive and coach, coaching is always an organizational intervention and, as such, should be conducted within the context of the organization’s goals and objectives.

– The Executive Coaching Handbook, TECF, 2012

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Leadership Development Process• Executive coaching focuses on developing the

executive’s ability to influence, motivate, and lead others.

• Rather than relying on tactical problem solving or basic skill acquisition, executive coaching develops strategic thinking skills.

• This process may involve unlearning past behaviors or patterns as well as learning/developing new ones.

– The Executive Coaching Handbook, TECF, 2012

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Brief History• Some form of Executive Coaching has always occurred within

organizations. Traditionally, experienced senior leaders were expected to “bring along” their successors by advising, mentoring, and developing more junior executives and managers. This was an implicit part of the role of senior leadership.

• Over time, business changed in (2) important ways that decreased this internal coaching expectation:1. Executive life has become faster paced and less personal in

response to global and technological changes;2. The relationship between organizations and employees

changed after the introduction of downsizing as a business tool during the 1980s. After all, how much time should a time-stressed executive spend developing employees if they are unlikely to stay with the organization long enough to show a return on the investment?

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Today’s Executive Coach• The same business changes (increased

globalization, technology, speed, and complexity) that reduced the ability of leaders inside the organization to provide coaching, simultaneously increased employees’ need for external coaching.

• Employees, as a result of having to face this rapidly changing and more complex work environment, are now constantly looking for ways to meet the challenges and develop the pertinent skills more rapidly:

• Enter the Workplace / Executive Coach

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What Needs do Executive Coaches Address?(R. Witherspoon and R. White, Four Essential Ways that Coaching Can Help Executives, Center

for Creative Leadership, 1997.)

• Skill Building:– Skill building goals are areas of new learning

that address a task, project or accountability that the executive faces in the current job.

– They can include basic ideas, strategies, methods, behaviors, and attitudes.

– The work is relatively short-term, ending as soon as the skill-based learning goals have been achieved to the satisfaction of the executive, the organization and the coach. • Examples might include coaching in presentation

skills, delegation skills, performance review management, etc.

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What Needs do Executive Coaches Address?

• Performance Improvement:– Performance improvement goals address

learning on the broader aspects of the present job, not just a particular project or task.

– This category can include coaching for an executive who is “at risk” for being terminated or demoted if the goals are not met.• Examples might include increasing collaborative

behavior with peers, reducing abrasive behaviors, or meeting key job accountabilities or sales quotas.

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What Needs do Executive Coaches Address?

• Development for Future Assignments (aka: Succession Planning/Training):– Development for future assignments includes

coaching to prepare an executive for a future job move and is often part of succession planning in the organization.

– It may involve preparation for overseas work, for a larger scope of responsibility, for work in highly political arenas, etc.

– Organizations typically invest in this form of coaching only for those employees deemed to have “high potential” for future success in the organization.

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What Needs do Executive Coaches Address?• Definition & Implementation of the

Executive’s leadership and the Organizations Business Objectives:– The most amorphous form of coaching involves

the definition and implementation of the executive’s leadership and the organization’s business objectives.

– Because these objectives are often very general, abstract, and evolving within the business context, this is learning in the broadest sense.

– The coach often serves as a mirror or sounding board over an ongoing period of time, providing feedback, perspective, insight, and networking as well as coaching.

STUDY REFLECTING AVERAGE ORGANIZATIONAL GOALS 10

STUDY REFLECTING AVERAGE ORGANIZATIONAL GOALS 11

Varieties of Coaching Services 12

Succession Planning:High Projections or Developmental Coaching

New Leader/On-Boarding:Accelerate new leaders Assimilation and effectiveness

Targeted Behavioral Coaching:Change specific habits/behaviorPatterns to increase effectivenessof working and interacting withOthers.

Performance Coaching:Identify needed Competencies, Gaps inCurrent Performance, andOpportunities to Improve

What Bx Change Solutions can do for your Organization

Discover the Power

of Applied Behavioral Analysis

www.bxchangesolutions.com

321-720-6411

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