Executive and Leadership Coaching

The coaching relationship enables leaders to better understand themselves and the impact they have on others.

What to expect from a LDG coach

  • Integrity and a deep respect for clients
  • Solid professional credentials, as well as objectivity and perspective gleaned from work with executives in widely diverse industries and organizations
  • Expertise in executive/leadership development, organization/team development, strategic planning, diversity management, performance management and a broad range of business issues
  • Exceptional coaching skills, including the ability to listen well, ask the right questions, challenge one's thinking and press for change
  • Valuable tools, ideas, structures and support to help executives translate goals into action
  • Ability to provide an intense, yet personally rewarding and enjoyable experience that usually has a profound impact on individuals and organizations.

Our model of the coaching process

As executive coaches, LDG consultants work closely with many clients to facilitate a personal development experience that uses data, a supportive relationship and focused development goals to drive new levels of self-understanding and constructive change. This professional partnership represents a unique opportunity for executives to examine their skills, thinking, behavioral styles, learning and development strategies from another perspective.

  1. CONTRACTING

    We begin with initial discussions to establish rapport and trust, and to reach agreement on objectives for coaching and the parameters of the coaching arrangement.

  2. ASSESSMENT

    We collect data, customized for each client, using multiple methods: biographical/career interview, 360° feedback survey, psychological/career assessment, learning style assessment and structured interviews.

  3. FEEDBACK & COACHING

    Discussing and making sense of the feedback is a key step in coaching for development. The feedback provides a mirror for executives to see themselves as others do, and to understand the difference between where they are and where they'd like to be. Subsequent coaching sessions build on that understanding and the resulting need to address particular issues and development needs in order to realize success in current or future jobs. Ongoing coaching can also involve serving as a sounding board for clarifying business agendas, strategies and initiatives, and exploring a full range of questions about organizational and individual success.

  4. ACTION PLANNING

    The coach helps the executive create specific development goals and an action plan to focus learning and behavioral change. The plan includes strategies for monitoring and measuring progress and soliciting periodic feedback.

  5. FOLLOW-UP

    We encourage our clients to initiate a quarterly follow-up session to ensure development plans are being implemented, as well as a follow-up feedback process after one year to measure perceived behavioral changes. These methods have been shown to produce measurable change in leadership effectiveness.

For more information, e-mail gnw@theLDG.com.