Growing organizations need executive talent to lead their international operations. They need truly global-minded executives — who can work effectively across borders and regions to help set and achieve corporate objectives while managing local interests.
The requirements for international leaders can be very high. Global executives need the same knowledge and capabilities as their domestic counterparts, combined with the ability to deal in unfamiliar and often unpredictable business environments and cultures. Given this reality, the need for targeted development programs for global executives is obvious.
Executive development is about helping people succeed by providing them with the right skills at the right time. No matter how good leaders are in their area of technical expertise, or in their home environment, they need new skills and knowledge as they transition to global leader.
As learning and development professionals, the challenge is to identify these leaders' strengths and develop their talent areas, aligning this with business goals and objectives.
Good coaching challenges assumptions, provides space for reflection and gives safety for exploration and innovation. Embedding the language of coaching and asking powerful questions can create the right environment for your business leaders to grow and achieve results.
We can provide a wide scope of services to support this effort, from 1-1 coaching, team coaching, providing coaching skills to leaders and training staff to take on internal coaching and mentoring responsibilities.
The consultation before entering into a coaching engagement is critical. The requirements of the new role are taken into consideration as well as the business priorities. More importantly is to make an objective assessment of the candidates current performance. On -site observation is a powerful way to do this. And frankly, many candidates are simply not willing or able to be coached - this needs to be uncovered early on in the process.
Assessments are often used at the beginning and end of Executive Coaching programs to identify skill / behavior gaps and for base-lining performance.
We use a variety of assessment methods and instruments to gather data and provide insight to the people we coach. This gives our coaches and program designers the confidence to create development programs with realistic objectives and clear metrics for measuring progress.
Coaching programs need structure as much as normal leadership development programs. But the coach must also be flexible - able to adapt to changing circumstances with out losing sight of the final objective.
Executive Coaching often addresses the following topics:
Executive Coaching promises personalized delivery of leadership transformation. Leaders develop self-awareness, discovering and targeting specific behaviors and patterns that undermine their leadership effectiveness. Private executive leadership coaching sessions provide leaders the confidentiality and feedback, along with highly effective tools, to identify and address personal roadblocks that can undermine success and create unnecessary stress for them and those around them.
The most common way of evaluating success for any kind of training / coaching uses the four-level evaluation model developed by Donald Kirkpatrick (1994). This same model can be used to evaluate and measure the results of Executive Coaching.
The exact balance of qualitative and quantitative success metrics will vary from one engagement to the next, but the only way to know if executive coaching delivers results is to agree and define metrics and measure them before and after coaching takes place.
Innova Solutions provides the executive with 24 x 7 support. By offering this dedicated, one-on-one personal support, we’re able to ensure that the Coachee’s presentations, communications, meetings and strategic planning sessions have the level of impact required.
Based on the Co-Active Model, our coaching begins with the assumption that the coachee is naturally creative, resourceful and whole, and completely capable of finding their own answers to whatever challenges they face.
The job of a Coach is therefore to ask powerful questions, listen and empower to elicit the skills and creativity a client already possesses, rather than instruct or advise.
At the same time, our coaches are experienced senior executives who bring deep knowledge and expertise to situations so that they know when to challenge a coachee to stretch beyond their current state.
Our executive coaches’ experience as senior executives, leads to invaluable insights and perspectives that go beyond merely theoretical approaches. This allows a more flexible approach that is uniquely tailored to each coachees’ situation, maximizing the positive impact of the executive coaching engagement.