F A Q's
Here are some questions we receive
regarding Barbara's executive
coaching.
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When is
executive coaching
appropriate?
In general, executive
coaching is appropriate
for a leader who wants
to be more skillful in
his or her present role,
is at risk for
derailment, or to
develop him/herself for
greater
responsibilities. Below
is a list of the most
common situations in
which I work with a
leader.
- Preparing high
potential leaders
for roles of greater
responsibility
- First 100 days -
Supporting leaders
who have stepped
into new positions
or roles
- Developmental
coaching -
Supporting leaders
to transition to
later stages of
development to meet
the challenges of
their current roles
- Performance
coaching – Building
a skill set the
leader lacks that is
perceived as
critical for success
in the role (the
leader may be at
risk for derailment
if the desired
competencies are not
acquired)
- Leadership
development -
Exploring,
developing and
testing the
leadership
competencies and
capacities of
current and emerging
leaders
- Executive agenda -
Supporting leaders
during a significant
change initiative,
reorganization,
project or challenge
- 360 Feedback -
Administering a 360
feedback tool,
providing the leader
with feedback and
creating an
individual
development plan for
the leader to
implement on his/her
own
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