Executive Coaching

How to effectively coach executives for results.

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“Thanks for your incredible patience and passion working with our leadership team. Your 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 Executive Coaching Services Look Like
Three basic tenets underpin our approach to executive coaching.

  • People Lead
    First, people lead organizations and drive business results.
  • People Can Change
    Second, people can change. Every leader can improve their performance and the performance of others. While no one can excel at everything, we do believe that anyone can improve in almost any field.
  • Coaches Help
    Finally, people have more success changing when they have a good coach. In business as in sports, people can accelerate their development when they receive encouragement, guidance, new ideas and concrete best practices from an experienced advisor.

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:

  • Increase short- and long term performance
  • Build and lead high performing teams
  • Have the ability to self-diagnose and self-improve

3 Types of Executive Coaching Engagements

We typically think about three primary types of executive coaching engagements unique to each client situation.

  1. Coaching for Performance
    All executives, even the most successful and seasoned, either run into rough patches or want to raise performance. Regardless of who seeks out the coaching support, the coach’s job is clear — help the individual identify the performance barriers, set measurable goals, and develop strategies to address them.

    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..

  2. Coaching for Promotion
    A promotion is typically a reward for a job well done.  Excellence in the current position often attests to a leader’s readiness to take on a new role with expanded responsibilities and bigger challenges. 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

  3. Coaching for Perspective
    Executive leadership can be isolating.  It is, in fact, “lonely at the top.” As executives reach the upper echelons of organizations, they tend to find it more and more difficult to obtain direct, unfiltered feedback from inside their organizations.

    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:

  • Clarity
    A clear set of objectives
  • Process
    A disciplined process that pushes the client to do the hard work that leads to meaningful changes
  • Fit
    A coach who understands the client’s situation, observes carefully, asks tough questions and gives direct recommendations
  • Willingness
    A client who is open to being coached and committed to making change

When these elements are present, it has been our experience that leaders can change and develop.

If you would like to learn how our executive coaching services and consulting expertise has helped leaders and individuals across multiple industries succeed, please contact us.

Related Information

LSA’s executive coach based his approach on understanding our business circumstances and strategy, as well as our leadership aspirations. The customized 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

LSA always helps us provide the right sales, management, and leadership programs at the right time to meet the unique needs of both individuals and departments. I especially appreciate their ability to deeply understand our business and our culture so that they can recommend the appropriate solutions.

Sarah Parks
Senior Project Manager

Hyperion

Having tripled in size and recently merged, LSA helped our executive team to increase our level of strategic alignment, to solidify our new direction, and to push our agency forward. As we look to rapidly scale, the clear, actionable, and critical few strategic moves combined with how we differentiate ourselves to our top accounts and target clients has really set us on a great path to success. This is exactly what we needed to get to the next level.

Matt Britton
CEO

We reviewed the top Leadership Development offerings and selected LSA’s 12-month Leadership Program based upon the value and systemic approach. The feedback on the program, approach, and results was phenomenal. While other programs may be better known, they were more theoretical and did not compare in terms of practicality, quality, and results.

Stacey Porter
Senior Manager Learning and Development

Roche

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

We have had a very beneficial partnership with LSA. Their recent Leadership Development Program helped us to identify, develop, and retain top leaders. It was instrumental in helping take our company and our key people to the next level. I would recommend them to anyone looking to truly develop and retain top talent.

Steve Janowsky
Vice President of Operations

Proxicom

We value our relationship with LSA Global. They focus on understanding our business situation and helping us succeed. LSA continues to deliver top quality consulting and leadership solutions that are highly customized for our business and culture. I would highly recommend LSA Global as a top quality resource to anyone looking to greatly improve the skills of their leadership, management, and project teams.

Bonnie S. Olson
Vice President of Human Resources

LSS

I continue to be impressed by the level of depth and breadth of expertise, leadership development, and management development that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable partner. The recent management programs that they delivered for Redback’s executive and management teams was the right solution, of the highest of quality, and customized to fit our unique business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

We partnered with LSA Global to help us invest in our people. LSA custom designed an impactful management curriculum to help upskill our key managers and leaders. We consider LSA to be our trusted learning and development partner and a valued extension of our team.

Lisa Bruun
SVP Human Resources

Ellie Mae

The quality of LSA’s Leadership Training Programs and facilitators is always top notch. We recognize and appreciate the hard work LSA always goes through to align to our unique culture and meet our specific requirements. Thank you for regularly going above and beyond. Your support and dedication, both on the strategic and tactical side, have been outstanding!

Anna Meyer
Leadership Development

Intuit

LSA consistently delivers for me and my team.  Recently they demonstrated the criticality for executives to look beyond current ethics topics and focus on applying fundamental values in everything they do to demonstrate true leadership. They successfully delivered in two hours what most leadership development facilitators would spend an entire day trying to communicate.

Nick Voyvodich, SPHR
HR Manager

Fujitsu

LSA is an excellent training outsource partner! They listen to our needs, are responsive and work at a pace that keeps up with ours. We have found LSA to bring strategic and innovative solutions to meet our business problems by partnering effectively with our staff. I consider them to be an external extension of our team.

Wendy Chinn
Sr. Director, Global Sales Enablement

The customized leadership program was very practical and achieved our goals. LSA adapted very well to our group and the situation and helped us build trust and awareness of successful leadership styles. We look forward to the next steps.

Erik Okholm
Director of Software Development

We contacted LSA to help us design and deliver customized management development programs. LSA worked with us to meet our exact needs. We started at the top with our executive team.  It was such a great success that we rolled it out company-wide. We look forward to a long-term partnership with LSA Global and their team of experts.

Barry L. Byrd, SPHR
Human Resources Manager

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