COULD EXECUTIVE COACHING HELP DOUBLE YOUR RESULTS?
- Executive coaching to think out loud your strategies with someone without having personal, professional or structural issues come in the way of your quest
- To share your perceptions and strategic questions about an unfamiliar or foreign environment with an intercultural executive coach who will not try to influence your decisions.
- To clarify your personal motivation, ambition, strategies, or objectives with a generalist executive coach you can trust.
- Executive coaching to develop a more strategic and multicultural vision of your business while your professional and team environment appears to be caught-up in short-term and local crisis-management mode.
- To let your creativity loose, and find new breakthrough, strategic, original and practical options with a "sparring-partner" executive coach that knows how to stay out of "your way".
- Executive coaching conversations wil provide the time and distance to evaluate your strategies, your actions, your ressources, your challenges, your capacity to change perspective and then redirect your and your executive team's future.
- Executive coaching to help you develop a keen appreciation for diversity in intenational, intercultural contexts.
- Strategic executive coaching for a more demanding and confronting relationship while you go through a major and vital team, professional or organizational transition.
- Executive coaching will get out of the "solitude of a long-distance runner" and help you confidentially share your personal questions and doubts with a listener you can trust.
There are numeous excellent professional and team reasons that can motivate you to engage in an executive coaching relationship.
By phone or face to face, regularly or as needed, for a few minutes or a number of hours, in a national or intercultural context, you define your own most convenient and useful executive coaching rhythm.
For executive coaching, directly contact Alain Cardon MCC (Master Certified Coach), at 33 (0) 6 07 97 84 72
To contact us by mail:
NINETY DAYS TO SUCCESS
The first 100 days of a new mission, of a professional move, of a re-engineering process, of a new individual or team project or again of a merger or acquisition are quite comparable to a "honeymoon" period. Consider what three months of intensive "transitioning" executive coaching can do to ensure a solid foundation for these changes.
Most often during these executive transitional periods, operational concerns are central and strategic issues become inexistant. Time availability disappears and crisis management becomes the ruling operating personal and team procedure. Executive coaching can be very useful to help boost transitioning processes to lay your foundations for executive success.
Rather than taking the time to thouroughly analyze your new settings or waiting to get a feel of the situation and see what's coming, the first 100 days are the ones on which your executive and team's future will be built. With executive coaching, this is the best time to very rapidly implement the strategic foundations that will ensure your success as an executive.
Hesitation breeds hesitation, postponing breeds postponing, analysis calls for more analysis, planning calls for more planning. With executive coaching focused on action, it will feed more action: Immediate and focused executive decisions and strategic moves will rapidly let you and your team know where you stand and what needs to be done. Consequently, the "first hundred days" are by far the best time for a leader and team to implement an executive coaching or team-coaching process.
Contact us (don't wait) to initiate a first executive coaching meeting and to start moving your team and organization.
TRANSMISSION COACHING
To benefit from the numerous opportunities that invariably occur during transmission periods, the "first hundred days" are also and by far the best period for a departing leader, a successor and an executive team to undertake an exectuive "transmission coaching" process (see "team coaching" on this website).
Over the years, we have developped a performing executive coaching process to involve an executive and his or her team in the preparation and follow up of a transmission process beween a departing executive or CEO and his or her future replacement. This executive "transmission coaching" process helps executives and their organizations avoid predictable fear and uncertainty and transform the change in leadership into an immediately profitable springboard for opportunity, both in national and intercultural contexts.
EXECUTIVE PARTNERSHIP STRATEGIES
A large number of executive issues are not proper to a leader's personality but occur precisely within his or her numerous social, professional, team and political interfaces.
When an executive succeeds it is often because his or her partnerships are solid and strategic. When an executive fails, the reasons often originate in a poor estimation of the strength and viability of relationships that have become vital to ensure the executive's and organization's success.
All those key "partneship" relationships: present and future executive team members, commercial and financial partners, external growth and development relays, priviledged suppliers and clients, key investissors, partnerships within key strategic national or intercultural mergers or acquisitions, supportive financial establissements... can represent numerous risks and high potential. They can be vital to executive and organizational success
The quantity and the quality of the vital interfaces that executives and CEOs can and must develop depend on his or her motivations, personal choice strategies, instinctive dynamics and risk management. All these parameters serve as a foundation to establishing executive partnerships. These merit coaching, questioning, confrontation, exploration and confirmation in a creative and trusting confidential executive coaching relationship.
National and intercultural professional partnership choices can therefore be accompanied with executive coaching, within a strategic executive coaching relationship. This "partnership coaching" helps an executive make an inventory of his or her actual or potiential interfaces to secure the development of short and long-term professional and organizational success.
META-MANAGEMENT COACHING FOR EXECUTIVES AND MANAGERS
The Meta-management collective coaching and "co-supervision" or mentoring process so far reserved for professional team-coach training (Metacoach supervision) is now made available to training departments for in-house groups of executive coaches, managers and executives. (also see the presentation of the manager-coach training program on this website).
The objective of the Meta-management coaching and "supervision" or mentoring process is to answer the growing demand for an executive coaching approach that would take into account the need to for each organization executive and manager to develop both their personal and their "teamwork" and intenal network competencies within a collective coaching context.
The Meta-management coaching and supervision or mentoring process is tailored to permit "on-site" coaching of each executive participant's capacity to actively contribute in transversal, network or "distributed" collective projects and teamwork. Executive coaching is an excellent process for developing internal project managers.
The meta-management coaching, mentoring and supervision process is a ten-day cursus (one day per month) for a group of ten to fifteen internal executives or manager. It offers a powerful leaning environment for collective coaching of leadership and followership competencies.
The Meta-management group structure, its organization, its coaching-facilitation and the work towards individual and collective objectives are managed and coached through a "delegated" process that helps develop each participant's active responsibility in a teamwork setting focused on measurable results.
Contact us and consult the "manager-coach" section on this website for more information on this mentoring and coaching process, and to implement one or more management or executive "supervision groups" within your organization.
