Customized Coaching
One-on-One Experience
For Women Leaders
Why Invest in Coaching?
Smart, highly educated and experienced executives who move into a new role are expected to hit the ground running. Their calendars are already packed with urgent appointments and tasks, and their bosses (whether president, chancellor, provost or board depending on the role) have a list of pressing goals that need to be achieved ASAP. As is often the case, the new leader gets off to a promising start, but then gradually (or even suddenly) her performance veers off track. If a course correction isn't made, it can lead to derailment. Why? The fact is: technical competencies, educational credentials and previous experience in a comparable role are not necessarily predictors of success. Even seasoned administrators who accept new appointments tend to rely too heavily on what has worked in the past and are blindsided by what is different about the new environment.
Who Would Benefit?
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Newly appointed leaders (internal promotions)
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Leaders who are new to the organization (external hires)
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Senior-level individual contributors or staff members who are transitioning to leadership roles
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Leaders who have "derailed" in some aspect of performance
What Level of Executive Most Benefits From One-on-One Coaching?
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CEOs
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Presidents
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Vice Presidents
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Provosts
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Deans
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Directors
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Executive Directors
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Other administrative leaders
What Coaching Tools and Activities Are Utilized?
Coaching Tools
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Three hundred sixty degree assessment
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Leadership style inventories
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Conflict management inventory
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Customized feedback report
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Selected readings
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Action planning model
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Mentoring
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Leadership journaling
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Relevant studies regarding women and leadership roles
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Facilitated working sessions
Representative Learning Experiences
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Greater understanding of the changing leadership requirements and needs of the institution
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Understanding organizational culture and the impact on performance
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Greater understanding of style differences in the workplace and how to maximize strengths
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Increased interpersonal savvy
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Understanding problem prevention vs. crisis management
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Development of strategies related to advancement: "What's holding women back?"
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Building resiliency
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Learning how to balance work-life issues
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Increased accountability for changing behavior and sustaining successful behaviors over time
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Career renewal strategies at midlife
Related Articles:
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A Helping Hand: The Role of Executive Coaching in Performance Management (March 2006, University Business)
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The Leader as Change Agent (March 2005, University Business)
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En Route to Executive Retention (January 2005, American Society of Association Executives)