Executive and leadership coaching is a powerful tool in the overall plan to achieve organizational excellence. Innolect has developed proven coaching protocols and cutting edge techniques to help leaders identify the perfect coaching match. We view coaching as a developmental process that leads to individual growth and change, and even transformation. Senior level leaders seek out confidential consultative partnerships with Innolect’s strategic coaches to build individual leadership capability and to gain clarity about organizational issues. Innolect coaches have extensive experience in establishing coaching relationships with senior executives. Our coaches partner and develop clarity relationships with senior executives. Innolect’s Leadership Coaches assist with any and all aspects of their leadership effectiveness. Starting from a place of collaboration, Innolect coaches align with the organization’s business vision, objectives, leadership competencies and values to create meaningful goals and assure sustainable results. The breadth and depth of Innolect’s coaching community allows clients to make highly selective decisions about the best fit for their needs. Hold certifications in various assessment tools such as Lominger, The Leadership Circle, Birkman Method, Denison 360, Listener Preference Profile, Life Styles Inventory, Myers-Briggs Type Indicator, Thomas-Kilmann Conflict Mode Instrument, etc. Some organizations are experienced with executive coaching and are simply seeking high-quality coaches.
As leaders grow and achieve greater awareness and understanding about their aspirations, motivations, and abilities, they make better choices.  Working to build trust, we provide accurate perceptions of each leader’s strengths as well as areas for improvement. If coaching will be widespread, how do we establish a protocol for matching coaches with their leader partners? A recent study by the American Management Association discusses many of these questions in depth.
As strong as our individual coaches are, it is the collective coaching talent that sets Innolect apart. Developmental Fit: Does the coach have a personal style, approach and developmental stage that matches the developmental needs of the coaching partner and the pressing business needs? Cost Effectiveness:  Are there costs related to travel and geographic area that might need to be considered?
Developed coaching protocols and systems.  Helped Fortune 100 company define selection strategies for coaching candidates, made recommendations for the evolution of the program, and considered how the initiative could evolve into a sustainable program the client could manage independently. Designed Coaching Initiatives for High Potentials.  Worked to assess, identify, and build capacity of selected high potentials by implementing coaching throughout a telecommunications start-up. Offered transformational, developmental, performance and skills coaching:  Partnered with new CEO to identify and leverage strengths during health system reorganization. Provided Virtual Coaching.  Supplemented face-to-face coaching sessions with virtual coaching to help an organization cut the overall cost and also to accommodate client travel.
We are now nearing the end of the fall semester, campus is quiet, the office is still, and the holidays are right around the corner. It is now our job to walk that fine line of giving them their time to relax and recharge while at the same time motivating them to work out, take care of themselves, and prepare for the spring season. 4) Motivation leads to a stable environment where coaches and players are on the same page and working hard towards positive team and individual results.
ADI’s Coaching for Rapid Change® focuses leaders on key behaviors that result in achieving a bigger impact in less timeThe speed of business today requires an agile workforce that can quickly change to meet shifting demands. Joel’s coaching succeeds because it is a customized, personal experience for the executive who is being coached.
Coaching for talent development in business involves active communication between the coach, the coaching participant, and the stakeholders. We establish commitment from the organization and from the person who will be coached so that clear guidelines are understood by both partners.
The stakeholders are identified and ongoing support for the coaching program is clearly agreed upon. Be actively involved and demonstrate commitment to the coaching program, the coach and the participant.
Information gathering involves collecting feedback from the coaching participant, sponsors, 360-degree data and performance reviews.
We identify the most important objectives and specific performance goals for the coaching relationship. Agreeing on expectations, commitments, timelines, ground rules and alignment of goals and objectives. At this stage we implement the required actions and behavior changes so the desired results will be achieved. The coach provides the necessary support through formal coaching sessions and daily e-mail check-ins between the scheduled telephone sessions.

The coaching participant fills out a post coaching form after every session in order to facilitate direction, clarity of action, and next steps. During the last formal coaching session, the coaching participant will prepare and discuss a one-page overview of what has been learned and key action steps to continue the progress achieved. After the last session, the key stakeholders, immediate boss and human resources will participate in a close-out meeting.
After the formal coaching sessions have ended, continued and less frequent sessions may be scheduled.
One free post coaching follow-up meeting will be scheduled to check in with the progress of the participant.
Many of the world’s most admired corporations, from GE to Goldman Sachs, invest in coaching.
This Seven-Step Talent Development process is a structured, clearly defined and methodical program. The process starts with an analysis of the current state of performance for the coaching participant. To achieve the maximum amount of impact and value from your executive coaching program, the objectives must be linked with senior management and the company’s overall organizational needs. Career Advancement BlogSign up to receive the blog via email and get a free tool that tracks your value to the organization. Joel Inspirational Speaker Learn Why Joel Garfinkle is Sought-After Professional, Motivational and Keynote Speaker. As  business leaders actively engage coaching support, the selection process to determine external coach qualifications become critical to achieve a strong ROI. Innolect offers video profiles of our coaches and a web-based selection tool.  Once a coach has been carefully selected, the Innolect approach to the coaching engagement is unique, powerful, and results related. We recommend the Maturity Assessment Profile (MAP) as a validated tool to identify a leader’s current developmental stage.
These engagements are driven by development goals derived from the results of profiling assessments.
We focus on inquiry rather than advocacy using questions to gain insight and self-awareness before establishing development goals and desired business outcomes. Other organizations may believe in the value of coaching, but do not have an experience base.
Using a strengths-based foundation, we partner to build on the skills and capabilities that have made each leader successful. The breadth and depth of our coaching community allows clients to make highly selective decisions about the best fit for their needs.
How well does the coach understand the culture, competitive environment, and structure of the company or industry?
Co-developed integration coaching process for global pharmaceutical company going through acquisition and major change initiative. Collaborated with a licensing client to select and administer assessment instruments to identify leadership strengths and areas for improvement. Served as an objective voice to deliver feedback about strengths, blind spots, and areas for improvement to accelerate performance. Created individual development plans with concrete actions and ongoing coaching support for Vice Presidents of multinational insurance company.  Innolect’s IDPs ensure a business focus. Worked with top executive leadership team and their direct reports to implement an integrated change initiative.
Created an online tool for individuals within a Fortune 100 company to review coaching bios and find the best fit for their specific coaching needs. Deployed multiple consulting resources to develop a key leader critical to the success of the business. Our team has left campus, excited to be done with finals and to spend time with their families. Here are a few things that as a coach you can implement or take on to help with building motivation in your players.
In order to evaluate others, you must know your strength and weaknesses and you also must gauge your level of motivation. This ultimately can go a long ways with keeping your team motivated and they know that when coach is happy, they as individuals or as a team must be doing something right! Leaders often have limited time to devote to managing and coaching others, so they need efficient tools to help them drive this change and achieve immediate business impact. He has a unique ability to quickly cut through personal clutter and focus on root challenges that lead to professional growth. This systematic methodology provides a structured model to measure and evaluate performance coaching results.

Therefore, the terms of the coaching contract, agreement and guidelines are agreed upon at the very beginning. The key stakeholders can come from the Human Resources Department, senior management, the participant’s immediate manager or sponsor. This comprehensive process will help design a developmental plan that is customized for that particular executive.
A measurable action plan is developed identifying the key behaviors to be changed and outlining specific metrics to be achieved. These post coaching forms provide an excellent method of tracking the value and benefits gained from the coaching program.
During these informal reviews feedback is collected from follow-up conversations with the key stakeholders to identify what changes have taken place and what still needs improvement. They will review the success achieved, create a future action plan, and identify the type of support and resources necessary to continue the executive’s development. The most successfully executed coaching engagements work in partnership with the organization, its stakeholders, and the coaching participant. We know from research conducted over the last several decades that there are predictable and understandable development stages that leaders go through personally and professionally. Using proprietary Innovative Intelligence approaches and tools, Innolect coaches work with executives to enhance organizational effectiveness and business results.  Our knowledge and understanding of both the demands and the opportunities of top leadership positions help inspire individuals to lead more effectively. In either case, Innolect consultants have the expertise and acumen to guide leaders through the process. Our clients benefit from our ability to identify coaching needs, design coaching game plans, create proprietary protocols, and draw from industry best practices. At the same time, we address potential career derailers and identify developmental capabilities required for future success.
The criteria for selecting a coach can vary, but there are basic qualifications to consider when identifying potential coaches. Handled issues such as influencing more effectively, building collaborative work processes, identifying and handling destructive conflict, coaching others, etc. The intensive offered speed, specific and targeted development goals, and a compressed time frame for change when more traditional coaching methods failed to deliver sustained change in leader behavior. Everyone has a gift, sometimes it is up to you as the coach to recognize the gift and to have it recognized by teammates. Joel works one-on-one with each coaching participant to help them achieve the highest possible level of performance in the workplace. My increased ability to direct and lead people has amplified the respect, influence, and working relationships I have with others. Besides the structured model, Joel spends an extensive amount of dedicated time with the coaching participant.
Designing objectives and metrics at this stage assures that the benefits are clearly achieved and the return on investment is known.
Funding for an executive coaching engagement comes from either the participant’s department budget or from Human Resources. Next, we determine the key stakeholders who will show support and be actively involved in the employee’s talent development.
In various situations, we have partnered with clients with the goal of setting up an ongoing internal coaching system. In order for them to play to their strengths and build their weaknesses, they must know what those are, and feedback helps with that. It is great to acknowledge those who are the best, but it is imperative to recognize those who also go above and beyond their individual targets.
The primary focus of the coaching engagement is to achieve the goals and objectives for the participant.
This provides the flexibility to adjust and customize the program to meet the specific needs of each participant. These stakeholders expect to see specific, visible outcomes that produce business results for the company. This creates an accountable and dedicated community around the participant which will accelerate reaching the stated objectives. The secondary (yet still important) priority is to ensure that the needs of the organization are being met. The questions shown in the results section above help guide my reflection as I look back over our work.

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