Services » Executive Management Coaching
What is your vision for your company? For yourself? What are the stumbling blocks you’re running into? Have you thought about leaving a legacy and a succession plan? We’ll work with you to establish long-range goals and strategic initiatives, formulate growth strategies, and implement the changes and training needed to get your company on the right course to achieve the business success you’ve always imagined.
What is your management style? Are you a level 1, 2, 3, 4, or 5 leader? Are you autocratic or paternalistic? Democratic or permissive? Do you consider yourself a thought leader? We’ll explore the strengths and weaknesses of each style and how it affects your culture, growth, innovation and profitability.
We’ll also explore how you communicate your vision, strategy, and objectives to your management team and employees. Do you encourage open dialogue with your employees for feedback and improvements? Is your open door policy really an open door? We’ll look at your workplace conditions and how to implement real improvements that boost employee morale.
The successful executive in today’s turbulent business environment is faced with weighty decisions and leadership dilemmas every day. Globalization, human capital diversity, difficult economic conditions, reduced market share, and employee turnover cause executives to question their skill and ability to lead an organization.
Our coaching provides the tools to help executives address the challenges that he or she faces in a manner in which the executive’s skills are developed to a higher level of competency and precision.
"Coaching has evolved into the mainstream fast," says Michael Goldberg, president of Building Blocks Consulting in Manalapan, NJ. “This is because there is a great demand in the workplace for immediate results, and coaching can help provide that.”
This is accomplished by providing feedback and guidance in real time, says Brian Underhill, a senior consultant at the Alliance for Strategic Leadership (Morgan Hill, CA). "Coaching develops leaders in the context of their current jobs, without removing them from their day-to-day responsibilities." (Methodology: Do You Need an Executive Coach? Harvard Management Update, Vol. 9, No. 12, December 2004.)
Typically, executive coaching involves an executive, coach, and the organizational context, represented by the interests of the organization and supervisor. All are key stakeholders in the process.
This process is an experiential and individualized leader development process that builds a leader’s capability to achieve short- and long-term organizational goals. It is conducted through one-on-one interactions, driven by data from multiple perspectives, and based on mutual trust and respect. The organization, an executive, and the executive coach work in a strategic partnership to achieve maximum impact.
Executive coaching focuses on developing the executive’s ability to influence, motivate, and lead others. Rather than relying on tactical problem solving or basic skill acquisition, executive coaching develops strategic thinking skills—providing the skills and tools to develop new ways of thinking, feeling, acting, learning, leading, and relating to others to build individual and organizational effectiveness. Adult learning works best when the executive and the coach, along with other members of the organization, treat each other as equals, focus on their mutual strengths, and believe in each others integrity and commitment to both coaching and the organization.
Solomon Bruce Consultants provide the insight, leadership, and motivational skills to help the executive achieve their full potential as a senior organizational leader. One-on-one relationships, sharing data and information from others, and the ability to analyze the actions of the executive allow our clients to achieve goals that were previously thought to be impossible. Mentoring is another term that Solomon Bruce Consulting uses for executive coaching. Identifying new ideas, providing experience-based suggestions and showing new skills allows an executive to enrich and enhance their leadership skills.
The benefit to the firm is executive behavioral change that enhances the effectiveness of the executive while also contributing to the improved efficiency of the organization.