Services

Coaching Services:

Key Concepts of Leading to Serve Coaching:

Leading to Serve coaching by Tom Nees is provided for leaders who want to improve their skills by pursuing a personal development path leading to leadership maturity.

Leadership is understood as personal as well as positional.   While positions require management skills, leadership is a personal skill or quality the leader brings to a position.

  • Entering the leadership development path enables the leader to learn from negative as well as positive life experiences evolving as a mature thought leader.
  • Leading to Serve coaching encourages leaders to understand that their most valued legacy is helping others succeed rather than personal success, status, wealth or power.
  • The coaching experience begins various personal assessments, understanding that there is no self-management without self-awareness.
  • Leading to Serve coaching includes a method of getting good feedback from those who know the leader best. Through coaching the leader learns how to solicit good feedback.
  • While Leading to Serve coaching is always about the person as leader it also helps the leader learn how to set and achieve specific strategic organizational outcomes.
  • The coaching experience itself is constantly monitored to be sure that the leader is successfully progressing in agreed-upon action plans for personal and organizational development.

Sample Six Month Coaching Contract – the coach and coachee agree on the following:

Goal:

Through coaching to strengthen strategic thinking and applied leadership capabilities resulting in more effective organizational leadership

Key Objectives:

  • Recognize the impact of effective visioning and strategizing on organizational results
  • Commit to improvement in areas surfaced through feedback and other evaluations.
  • Prepare Action Plan and strategies to increase leadership effectiveness in the desired areas.
  • With coaching support, implement a 6 month plan to ensure sustained success

Evaluation Tools:

  • Multi-Rater feedback and report
  • Other evaluation instruments
  • Observations of coach

Project description:

Executive development for coachee consists of a process following the steps outlined below:

Phase One: Contracting, Data Collection, Evaluation of Development Needs

Step 1 Contract regarding objectives, scope, milestones, and parameters.

Step 2 Conduct confidential interviews with key direct reports, peers, and superiors, as needed. Conduct personal evaluation.

Step 3 Analyze data and create a confidential report, to be shared only with coachee.

Phase Two: Action Planning and Implementation

Step 4 Develop a plan for action with coachee. Specific results for performance improvement, tied to appropriate measurements, will be established. The plan will focus on mission results with emphasis on strengthening competency shortfalls.

Step 5 Validate the action plan, with key stakeholders, making revisions where required.

Step 6 Ongoing coaching sessions to leverage strengths and improve in skill areas in which deficiencies occur. These include a combination of face to-face and phone sessions.  Depending on needs surfaced, methods can include dialogue over contemplated strategic steps and other needs, skill teaching and reinforcement, direct feedback, shadowing of key decision-making activities, guided planning materials, case study evaluation, scenarios and role playing around visioning and strategizing of actions. Both telephone and face to face sessions will be utilized

Phase Three: Follow-up to Sustain Success

Step 7 Follow-up evaluation/interviews to measure and report results

Step 8 Closing session with agreement on follow-up steps