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For many executives, making the transition from one role to another can be exceptionally challenging. After investing so much time and energy to reach a certain level of prestige, professionals want a hedge against losing valuable momentum. At other times, executives need to safeguard against burnout and fatigue and are in need of expert advice or counseling. The Exetor Group understands the importance of responding to these and other leadership needs quickly and confidentially. Using a systematic approach, we help executives make immediate progress toward achieving their most important goals. |
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Goals Assessment - First, executives are assigned a personal coach or counselor who meets with the client in order to identify a series of specific goals to target during the coaching process. Some of these goals might include improving leadership effectiveness, working more collaboratively with colleagues, developing "presence," and time or stress management. Coach and executive examine these leadership goals and come up with specific outcomes to serve as indicators of progress. |
Current Performance Evaluation - Assessing existing performance traits can help an executive clearly evaluate the gap between his or her current level of activity and future goals. The evaluation process may include the use of tools such as standardized 360 degree surveys, confidential interviews with peers, real-time work observation, performance evaluations, and feedback reports. |
Feedback and Program Outline - Our executive coaches spend time synthesizing performance information and giving valuable feedback to leaders. This is a critical step toward developing and implementing a plan of action. Together, coaches and executives identify key behaviors to adopt or change that will lead to the best results in the least amount of time. |
Implementation - The bulk of executives' learning and behavior modification takes place during the implementation stage. Coaches and executives make contact regularly to ensure that the plan of action agreed upon is proving effective. Learning tools such as role-playing, journaling, exploring case studies, participating in simulations, focused reading, and behavior modeling may be used to help spur progress. As leaders learn, new issues may emerge, and coaches are readily available to offer support and problem-solving assistance. |
Monitoring and Follow-up - After executives' goals have been met, coaches continue to offer support, monitoring leaders' progress and providing insight, encouragement, and resources for as long as necessary. In time, it may be useful to conduct a new assessment to ensure that performance continues to be effective. |
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