Executive Coaching

Activity

Description

The program will contain 16 sessions, which will each include assignments, feedback and a live video Skype session (1 hour) as well as a commitment to respond to email communications within 24 hours during each session. Each session will focus on a particular set of skill assignments and/or self-assessments using the Ellis Rational Emotive Behavior model.

1. Enhance the emotional intelligence (EQi) of the participant.
2. Provide the participant with a model for continuous self assessment and EQ improvement
3. Provide training and practice in the Stephen Covey 7 Habits to serve as tools to build skill sets that also enhance EQi
4. Communicate routinely and powerfully with the participant about goals, strategy, accomplishments and on going work.

There will be a total of two (2) EQi assessments completed twice during the coaching period – at the beginning and end of the coaching program;

• a 360-degree assessment from self, supervisor(s), peers, and subordinates using the BarOn 360 EQi emotional intelligence assessment; the gold standard of the industry in EQi assessments.
  • The EQ-i 2.0 model of emotional intelligence is comprised of fifteen factors across five categories of functioning. These skills, which form the building blocks of abilities such as communication, resilience, and time management, can be mapped theoretically and empirically to job competencies, productivity, academic performance, and other measures of success to help predict and improve functioning.
  • The EQi 360 2.0 measure a set of emotional and social skills that influence the way we:
    1. Perceive and express ourselves,
    2. Develop and maintain social relationships,
    3. Cope with challenges, and
    4. Use emotional information in an effective and meaningful way.

(Click here for a more in-depth description of the main and sub categories of the EQi construct)

The Albert Ellis Rational Emotive Behavior model will be used by the participant as a tool, to be processed at least once each session, to reflect on at least one outcome that was less than optimal during the session and provide an opportunity for the participant to change their response to the activating event that will cause the outcome to be more optimal in the future.  This model is the de-facto change tool used in cognitive behavior change.

(Click here for a more in-depth description of the REB model)

Over the past 25 years Covey’s 7 Habits have proven to be a set of constructs that enhance an individual’s personal growth from being dependent to independent to the ultimate goal of becoming interdependent.  The constructs are as follows:

Independence or Self-Mastery

The First Three Habits surround moving from dependence to independence (i.e., self-mastery):

• Habit 1: Be Proactive

Take initiative in life by realizing that your decisions (and how they align with life’s principles) are the primary determining factor for effectiveness in your life. Take responsibility for your choices and the consequences that follow.

• Habit 2: Begin with the End in Mind

Self-discover and clarify your deeply important character values and life goals. Envision the ideal characteristics for each of your various roles and relationships in life. Create a mission statement.

• Habit 3: Put First Things First

Prioritize, plan, and execute your week’s tasks based on importance rather than urgency. Evaluate whether your efforts exemplify your desired character values, propel you toward goals, and enrich the roles and relationships that were elaborated in Habit 2.

Interdependence (Working with others)

• Habit 4: Think Win-Win

Genuinely strive for mutually beneficial solutions or agreements in your relationships. Value and respect people by understanding a “win” for all is ultimately a better long-term resolution than if only one person in the situation had gotten his way.

• Habit 5: Seek First to Understand, Then to be Understood

Use empathic listening to be genuinely influenced by a person, which compels them to reciprocate the listening and take an open mind to being influenced by you. This creates an atmosphere of caring, and positive problem solving.

• Habit 6: Synergize

Combine the strengths of people through positive teamwork, so as to achieve goals no one person could have done alone.

Self Renewal

The Last habit relates to self-rejuvenation:

• Habit 7: Sharpen the Saw

Balance and renew your resources, energy, and health to create a sustainable, long-term, effective lifestyle. It primarily emphasizes exercise for physical renewal, prayer (meditation, yoga, etc.) and good reading for mental renewal. It also mentions service to society for spiritual renewal.

(Click here for more detailed information)

Stephen Covey’s The 7 Habits of Highly Effective People

Stephen Stein and Howard Book’s The EQ Edge

In the coaching relationship the participant sets the agenda.

You determine which areas of your business, career, or life and what projects or issues require clarity, direction and goal setting.

The Role of the Coach

As your coach, I will be your partner in this process.  I will listen to you and help you focus when focus is needed, clarify when clarification will help the learning, and support you throughout the process.

The Coach-Participant Relationship 

The coaching relationship is designed to help you uncover the power within you.  Together we will set goals and I will encourage you in achieving these goals.  And as you achieve your goals, the small ones as well as the large ones, I will celebrate your accomplishments with you.

Components of an Effective Coaching Relationship

• The Coach takes the time to understand the participant’s organization and provides systematic developmental methodologies that help the participant succeed.
• The Coach respects the confidentiality of information received from the participants and others.
• The participant being coached looks to the Coach for guidance, encouragement and feedback, but does not place on the Coach the responsibility to produce change.  Change is the responsibility of the participant.
• The participant must be self-motivated, have a clear sense of need, and be willing to set and accomplish goals
• All raters shall be aware that in no way will the results of the EQi assessment be used for an annual performance review or pay raise.