Coaching for executives

Role of coaching in executive development strategy

Outstanding organisations have great leaders. Company executives create company culture and, therefore, should be supported with special development programs.
Coaching is an important element of the development strategy for executives.
Coaching offers a confidential and safe framework for self-reflection and opens space for development and change.
Besides, we pay attention to the fact that the Coaching organizationally and from the time involved corresponds to the special requirements of your executive.

When to use leadership coaching?

  • A high-potential leader needs to sharpen his/ her skills to be ready for the next level of responsibility
  • Changes in business direction require different leadership capabilities.
  • A newly-hired or newly-promoted leader is not fitting well into the position or the organization
  • A leader’s behavior is undermining his/her own success and the leader recognizes the problem and wants to change
  • A leader is relying on strengths that were valuable in prior roles, but those same strengths now get in the way
  • A highly valued leader wants to develop himself/herself, and you want to retain this valuable person

What are the benefits to the organization?

  • Attract and retain leadership talent. High potential leaders expect their organizations to make investments in their career advancement.
  • Engage and retain talent at all levels. Effective leadership creates employee engagement and retention. Ineffective leaders are the primary reason employees leave or become disengaged.
  • Accelerate business results by developing leaders more quickly.
  • Develop the leadership skills needed for the future direction of the business.

How does coaching for organisational leaders work?

The Coaching programme is made up of four structured phases:

           1. Exploration

In this stage, coachee and coach work together (often using assessment instruments and surveys) to get a clear understanding of the current situation and desired future state, including the capabilities the organization requires of leaders in their position.

           2. Commitment

In this stage, your executive chooses goals for the coaching program and makes a commitment to achieve those goals.

           3. Action

During the program, the coachee will take actions to achieve his/her goals. The coach will support this process through regular conversations to design the actions, discuss the results, and provide feedback.

           4. Sustainment

The value of coaching lasts long after the conclusion of the formal program. By that time, your leader will have developed powers of self-observation and self-awareness that he/she can call upon to meet new opportunities and challenges as they arise.

We are pleased to support you in reaching your business objectives and offer a free consultative discussion to understand your specific executive coaching needs. We will develop an individual plan to support your goals for the coaching – goals for your leader and for your organisation.

Coaching can be done in person, by phone or via Skype. Please contact Bettina Al-Sadik-Lowinski at:
Mobile: +49 (0) 174-3110529