Executive coaching takes the business coaching process to the boardroom, and usually involves company executives taking part in 1 to 1 coaching sessions, although executive coaching can be provided to groups of executives. Executive coaching is becoming increasingly popular amongst today's dynamic business leaders. 1 to 1 executive coaching sessions are designed to fit around you and your work commitments. The purpose of executive coaching sessions, as it is with business coaching, is to develop the individual to achieve their full potential. Executive coaching is not only good for overcoming barriers and achieving set goals, but can also be utilised when the business is going through a significant change to which the executive, as well as other staff members, must adapt to in order to survive in the organisation. Most managers rarely get direct feedback or even hear bad news, and there are few people they can discuss sensitive issues with or use as a sounding board.
Executive coaching works to understand and address your issues and needs in the context of the day-to-day realities of your business.
Due to the bespoke nature of executive coaching sessions, each person will require different session structures and have different needs that need addressing. With an ever growing library of management e-books, Pansophix, a BLF company, commissions passionate authors to write about their topic of choice.
This digital e-book is the result of ten years of training, coaching and mentoring rising executives and entrepreneurs. The book is aimed at those who are genuinely interested in their own development, in getting the most from your career as well as your life, and playing your part in your business and its goals.
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.
At the Coach Business we can help you develop your Leadership skills and engage your teams to improve performance. We believe our role as a coach is to give you the platform to help you develop the qualities you have as a Leader, a Manager, a Team member and an individual to be the best you can be. The founder of The Coach Business, Michael Schofield, is an associate lecturer and tutor on Business and Personal coaching courses and undertakes coaching projects for individuals and teams across the UK.
My coaching model is especially helpful for clients who are frustrated with unmet goals or who have tried and failed to make key positive changes in their lives.  The very nature of a goal emphasizes the gap between where one is now and where one wants to be, and can seem beyond reach. While there are many, many strategies for achieving success that feature a stepladder approach, I believe the reason that most people fail to reach the desired goal is that the strategies themselves lack a support foundation. The CLIENT side of the ladder is a 4 step process that allows the client to be self-directed. The COACH side of the ladder demonstrates how the coach supports the client throughout the climb, primarily with the skillful use of powerful questions, active listening and feedback, clarification and sincere encouragement. Executive coaching encompasses those with managerial responsibilities including company directors, senior managers and middle managers.
This is due to its bespoke nature and its many advantages, some of which are detailed below. No matter how good a person's time management skills are, it is quite likely that they simply do not have time to attend a classroom-based training course, and are unwilling to give up their already short free time to undertake an online course at home in front of a computer, when they may already spend most of the day sat staring at a computer screen!
These short sessions usually take place at your premises or over the phone, which minimises the amount of time spent away from your day-to-day duties. This is done by addressing issues and barriers that are encountered, and consequently hold the person back from achieving their goals or targets. Taking on a different role(s) will usually lead to more uncertainty, potential burnout or stress for an individual, at least in the short term, and executive coaching can be used to make the transition process as smooth as possible. So, it's no surprise that more and more managers and executives appreciate the confidentiality and personal attention of an executive coach. If you are interested in finding out more information regarding executive coaching and how it can benefit you or others within your organisation, please call us on 0844 800 3295 or contact us online to discuss your requirements with one of our experienced executive coaches. Written as Useful Guides they interact as workbooks to embed the learning, making it specific to your job role. It highlights ideas and concepts from using NLP in a coaching and mentoring context which have helped people move towards their ambitions and dreams. 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. Our coaching is tailored to meet your specific needs, be it 1-2-1 coaching for Senior Managers to long term coaching strategies for entire management teams.
He is an associate member of the International Coach Federation and is also a member of the coaching framework for UK Sport. My A+ Coaching Ladder Model combines an effective 4 step strategy with key coaching skills to create a solid foundation to help clients reach their goals. Talking through problems with a business coach who is external to the business can be much more productive than discussing them with a fellow colleague, as there is no risk of hurt feelings, worries about the colleague letting slip any of what is said with others in the organisation etc.
Together, we can devise an executive coaching programme that will help you to achieve your business goals. 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. Our commercial experience enables us to develop sustainable solutions to match the leadership development, team building and management needs across a wide variety of industries and situations. These steps are Awareness, Action, Accountability, and Acknowledgement, and the process is explained below. An external business coach will be impartial and objective, offering mentoring and guidance, as well as acting as a sounding board upon which the executive can bounce ideas off.
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. Often, just talking out loud to someone can set the creative juices flowing and enable the manager or executive to work out solutions by themselves. 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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