Executive Coaching

"Executive Coaching is a facilitative one-to-one experience mutually designed relationship between a professional coach and key contributor who has a powerful position in the organization…. The coaching is contracted for the benefit of a client who is accountable for highly complex decisions with wide scope of impact on the organization and industry as a whole. The coaching is usually focused on organizational performance, but it may also serve as a personal component as well." (Summary findings from the International Executive Coaching Summit, October 1999 | Compiled by Lee Smith and Jeannine Sandstrom)

We have a dedicated team of outstanding executive coaches with extensive track records in working with diverse organizations and leadership transitions. Our team offers a full range of executive and senior management experience. Our coaches serve as facilitators, motivators, consultants and sounding board dealing with your business goals, interpersonal relationships and self management issues.

Our coaches are here to support you. They shall at all times:

• Practice strict confidentiality
• Provide full support on what you want to achieve and where you want to go
• Be objective in your sessions
• Provide perspectives, discuss alternative courses of action, and boundless possibilities

DOOR Executive Coaching Framework

Our Executive Coaching approaches are based on Systems Thinking, Appreciative Inquiry and Behavioral Coaching. Though we show our framework in pyramid, in reality, three components are interlinked and interlocked, making them inseparable.

Systems thinking provide us foundation for every executive coaching assignment. So many important problems that plague executives today are complex, involve multiple actors, and are at least partly the result of past actions that were taken to alleviate them. Dealing with such problems is notoriously difficult and the results of conventional solutions are often poor enough to create discouragement about the prospects of ever effectively addressing them. One of the key benefits of systems thinking is its ability to deal effectively with just these types of problems and to raise our thinking to the level at which we create the results we want as individuals and organizations even in those difficult situations marked by complexity, great numbers of interactions, and the absence of ineffectiveness of immediately apparent solutions.ⁱ

• Complex problems that involve helping many actors see the “big picture” and not just their part of it
• Recurring problems or those that have been made worse by past attempts to fix them
• Issues where an action affects (or is affected by) the environment surrounding the issue, either the natural environment or the competitive environment
• Programs those solutions are not obvious

Appreciative Inquiry based on the assertion that "problems" are often the result of our own perspectives and perceptions of phenomena, eg, if we look at a certain priority as a "problem," then we tend to constrain our ability to effectively address the priority and to continue to develop in our lives and work.

Through the act of exploration and discovery by asking questions and by being open to see new potentials and possibilities, our executive coaches recognize the best in people or the world around us, affirming past and present strengths, successes, and potentials and to perceive those things that give life (health, vitality, excellent) to living systems.

Our Executive Coaches deliberately, in everything they do, seeks to work from accounts of this “positive change core”—and they assume that every living system has many untapped and rich and inspiring accounts of the positive. Link the energy of this core directly to any change agenda and changes never thought possible are suddenly and democratically mobilized.

Behavioral coaching facilitates the performance, learning and development of the individual or team, which in turn assists the growth of the organization. The overall goal of behavioral coaching is to help individuals increase their effectiveness and happiness.

Behavioral coaching provides us ways to coaching improves the actions, responses and reactions of an executive, team or organization. One of the reasons why behavioral techniques are so widely accepted is that they allow for data to be gathered on specific, targeted behaviors impacting the application of a professional skill. By using appropriate validated, behavioral change instruments, these targeted behaviors can easily be measured and evaluated in a rigorous manner. Behavioral coaching provides executives and organizations a validated and proven system that greatly increases their chances of effecting lasting managerial & leadership behavioral change.

The behavioral coaching emphasizes the following aspects of behavior and learning:

• Much of our human behavior is learned
• All behaviors result in positive or negative consequences for the individual and those around him or her
• Individuals are systems within systems, and each individual affects and is affected by these systems and the constant changes they are undergoing
• Defining individuals' current status and developmental progress in terms of their behavior, rather than personality traits or personality styles
• Specifying the target behavior impacting on say; a professional skill, position task etc
• Measuring the target behavior
• Exploring and changing core values, motivation, beliefs and emotions -which can result in significant behavioral change
• Assessing covert behaviors (e.g., limiting beliefs, anxiety) in relation to overt actions (e.g., speaking at a meeting)
• Accessing and assessing emotional events
• Assessing environmental events and the interactions between behavior and environment
• Employing validated behavioral techniques
• Providing statistical proof of beneficial change/learning acquisition and ROI
• Employing sufficient follow-through monitoring and learner self-coaching strategiesⁱⁱ

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ⁱ Copyright 1996-8 Daniel Aronson, Overview of Systems Thinking

ⁱⁱ Copyright © 2005, Behavioral Coaching Institute