“Thanks for your incredible patience and passion working with our leadership team. Your leadership and 1×1 executive coaching services have been one of the most effective I’ve ever known.”
Debbie Von Raesfeld | HR Business Partner Director | AMD
“LSA Global helped us perpetuate coaching as a discipline across the organization by integrating our core values, goal setting, and performance metrics under an interactive executive coaching program.
We appreciate LSA’s commitment to cutting-edge practices.”
Rosalyn Chan | VP HR | Redwood Trust, Inc.
“We engaged LSA to design and deliver a 6-month custom executive coaching services program for key senior leaders to better leverage our investments in management development and to push critical strategic initiatives forward.
Even with the high expectations of our senior people, the executive coaching completely exceeded our expectations.”
Ivan Fukumoto | Senior HR Manager | Xoma Ltd.
“LSA’s executive coaching covered all aspects of leadership, it was not simply a touchy-feely endeavor. In fact, the focus on clear business outcomes and real life circumstances challenged me to develop my thinking and actions related to leading the business.”
Janet Pagano | Managing Director | Ovid Winery
Unlike most abstract business processes, effective executive coaching services engage with leaders in personal, practical, and customized ways to get measurable results. LSA Global takes on coaching assignments selectively, where the fit is right.
What Effective 1×1 Executive Coaching Services Look Like
Three basic tenets underpin our approach to executive coaching.
The Definition of Executive Coaching
These long-held beliefs lead to our definition of executive coaching: a skilled professional using a disciplined process to provide observations, recommendations, and tools to a business leader in order to improve that leader’s skills, capabilities, and performance.
Executive coaching, when done well, is like holding up a mirror to the client. The coach reflects back to the client how they are carrying out their responsibilities. The coach helps the client to see how they act — and how those actions impact their performance and their relationships with others. The coach highlights observable behaviors, habits, and patterns.
Framing
Framing is important. A coach needs to be skilled at putting issues into terms that make them understandable and addressable. Coaches must look for teachable moments, and they must provide the feedback with the right balance of directness and empathy.
An effective coach also gives the coachee an opportunity to receive feedback to see how they are perceived by peers, subordinates, and supervisors to help identify strengths and gaps.
Willingness
Above all, the coachee must be willing to look in the mirror and accept what they see at face value, with eyes wide open. The person being coached must want to be coached — and must commit to making changes based on the coaching. This openness to receive coaching is the litmus test for any engagement an executive coach undertakes.
Desired Outcomes
Successful executive coaching engagements create leaders who:
3 Types of 1×1 Executive Coaching Engagements
Often combined with leadership simulation assessment data, we typically think about three primary types of executive coaching engagements unique to each client situation.
Typical Client Profile
An executive who is delivering sub-optimal results or who must create performance lift for themselves and their team.
Critical First Step
Agree with the coachee and their supervisor on the area(s) for improvement and specific desired outcomes..
What may get overlooked in these career transitions, however, is the fact that new jobs often require leaders to develop new skills and behaviors — and to abandon old skills and behaviors that are counter-productive.
Typical Client Profile
An executive who will soon take on, or has recently accepted, a new role in the organization
Critical First Step
Inventory current skills and leadership behaviors and compare with those that will drive performance in the new role
Power truly does refract—and the mirrors held up by insiders usually present distorted images, like the mirrors in a circus funhouse. Faced with this situation, great leaders actively seek out additional advisors to provide unvarnished perspectives and a clearer sense of reality.
Typical Client Profile
A senior-level executive (often a CEO or other C-suite leader) who wants an additional perspective on the internal and external realities they are facing.
Critical First Step
Determine how insulated the client is from market and organizational realities
Four Characteristics of Success
While the goals, roles, and process associated with the three types of executive coaching are fairly distinct, they do not preclude “hybrid” approaches. Each client has unique needs and aspirations, so each executive coaching engagement must be adapted to the specific situation. No matter the particulars of the approach, we have found that all successful executive coaching engagements have a few common characteristics:
When these elements are present, it has been our experience that leaders can change and develop.
If you would like to learn how our 1×1 executive coaching services and consulting expertise has helped leaders and individuals across multiple industries succeed, please contact us.
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