1. MSD LEADERSHIP CONSUTLANTS, INC.
THE EXECUTIVE COACHING PROCESS
The coaching model upon which the Executive Presence Coaching (EPC) process is
designed centers on improving leadership performance to obtain superior organizational
results. It is based on basic principles of behavioral change, adult learning and
leadership/organization behavior. It includes five developmental stages and actions.
1. Self-discovery. Discovery of one's personal strengths and weaknesses is the first step
toward personal change and growth. There are certain traits, characteristics and behaviors
that enhance effective leadership. Some type of measurement must be conducted to
provide self-discovery in these areas. Simply telling someone to change doesn't work
because it is quite natural for people to resist change. To move an individual from the
stage of resistance to preparation requires compelling data and information. EPC
measurement is achieved through a combination of interviewing, 360-degree surveying,
assessment, testing and self-reflection. The feedback from this measurement provides a
gap analysis identifying areas that warrant developmental actions.
2. Adaptation and Change. The feedback pinpoints personal weaknesses that require
improvement. It usually uncovers negative personality mannerisms, such as being overly
dominant; skill deficiencies, such as poor listening; or behavioral flaws such as the
inability to inspire others. This feedback provides the basis for adaptation and change.
Personality cannot be changed, but adaptations can be made. Similarly, changes can be
made to acquire new skills and adopt new behaviors. EPC is designed help prepare and
facilitate this personal change process.
3. Learning. Improving leadership performance requires more than just personal change. Leaders
need to have the competence to determine and to carry out strategic imperatives. This competence
should be developed through action-based learning. This is a technique that connects learning with
the actual organizational/business challenges facing the leader. It helps the leader learn how to
formulate strategy, align the organization, form teams, create the right structure, establish reward
systems and implement change, all within the context of the leader's personal and situational needs.
EPC provides this important learning component. If this action-based learning is not included, there
is little hope that coaching will result in any significant organizational performance improvement.
4. Action. EPC is designed to help leaders improve performance and get positive results
for the organization. Action is where the rubber meets the road. It is the stage where the
leader actually puts into practice the personal changes to improve leadership performance
and implement new strategies designed to improve organizational results. The EPC
process establishes goals and timetables, and the planned changes are sequenced and
implemented in an orderly and logical manner.
5. Continuous Support. The EPC coaching support is provided for an extended period of time.
Personal and organizational changes do not occur overnight, and coaching is required to support
and help facilitate the changes. The length of time may vary, but it should be a minimum of six
months and can last as long as 12 to 14 months depending upon the level of the executive and
complexity of the leadership situation. At some point, when the coaching engagement is ending,
an evaluation is conducted to determine if the desired goals were achieved.