Build Exceptional Leaders
Achieve your highest potential
You didn't become a leader overnight. You've worked hard throughout your career, demonstrating a level of drive, vision, and determination that sets you apart from others. You recognize what distinguishes a good leader from an exceptional one - admitting that there is always room for improvement. You know that a leadership coach can help deliver your best performance, but you demand someone with unparalleled professionalism, and the competence and skills to help you produce lasting, measurable changes.
OE Strategies' Coaching Process
At OE Strategies, we are passionate about building better workplaces and improving work lives. We work with senior executives, mid-level managers, and high potentials - helping them achieve their personal best and maximize leadership potential.
We work with you to develop a powerful, trusting relationship that allows you to bring out your best and the best in others. Our process is a proven approach to achieving results:
- Create a Partnership
- Action Planning
- Measuring Success
OE Strategies works with executives to reinforce successful leaders' strengths and meaningful results. Common theme we encounter are:
- Executives who are technically brilliant, but want to improve the bottom line by developing their "soft" skills
- Strong executives who want to become deliberate leaders
- Executives who seek to convert business challenges into opportunities
- Executives who want to stay sharp and focused, and request accountability and "maintenance" support
Leading organizations hire OE Strategies to coach executives for many reasons, such as:
- An executive makes the numbers but is lacking people skills
- A recently promoted CEO lacks executive presence
- A leader enjoys prominent industry standing, while the internal team flounders
- An executive needs to lead with more confidence, especially in the face of ambiguity
- An executive is expected to spend more time coaching and inspiring direct reports
Who Could Benefit from Coaching?
Building the right relationship
An executive coaching relationship might be beneficial if you answer "yes" to any of the following questions:
- Are you trying to make a change either personally or professionally to bring more ease and balance to your leadership role?
- Would you like to enhance your effectiveness as a leader?
- Could you use some support for the changes you seek?
Successful business leaders know that if they have the right people with the right skills and attributes in the right jobs, they have a key competitive advantage. Your organization’s ability to “grow” people is vital to its success. Good leaders know that developing people is a strategic imperative. Coaching is the medium we use to enhance their development.
Increasingly, organizations are realizing the value of having their leadership/management team master the skills needed to be effective coaches so that the organization can raise its strategic and executional competence; in fact, many are requiring their leaders to be effective coaches. The training program is designed to help HR executives, individual business leaders, as well as managers, directors, and other executives in the profit, non-profit, and government sectors develop the skills required to help organizations compete, grow and thrive through creating a culture of coaching.
||What O.E. Strategies Provides:
|For succession planning, we need to rapidly increase leadership effectiveness at the Regional VP level in several key markets.
|Our corporate office and our regional offices are not aligned in executing our company strategy.
||Strategic Leadership Assessment
Strategic Team Coaching
Leadership and Values REAL 360 Assessment
|Our executives have not faced the huge challenges of increased competition that the global economy has brought to our company.
||Strategic Leadership Assessment
Strategic Team Coaching
Leadership and Values 360 Assessment
Development through Coaching
The best way to build skills in leaders is to develop accurate self-awareness followed by active learning. Developing self-awareness is a process of discovering hidden strengths as well as blind spots. Coaching allows you to take a customized approach to each leader’s development. Coaching is performed to increase self-awareness, identify areas of development, and support the practice of new skills and learning.
Phase I: Introduction
Participants will attend an Introductory Meeting with Dr. Suzanne Miklos, during which the process, expected outcomes, and roles and responsibilities will be explained. The coaching process is dependent upon establishing rapport and trust with the client. During the introduction phase a meeting with the boss is scheduled to gain his/her input on the coaching outcomes.
Phase II: Assessment and Action Plan
Assessment tools, 360 feedback through surveys and interviews provide data. Specific instruments such as leadership, style or emotional intelligence instruments are selected. The coach will meet to debrief assessment results over two sessions. The assessment feedback will conclude with the participant drafting a developmental action plan that will refine priorities and set well defined goals. The developmental action plan will be used as a checklist during the coaching process. Individuals are encouraged to use peer and boss support for ongoing feedback and informal mentoring during the process. The manager, the coach and the coachee will have a discussion about the action plan in order to ensure the goals are met.
Phase III: Coaching
Coaching to meet specific developmental goals will be scheduled over a twelve-month period including the introduction meeting. The first six months will involve one hour sessions, twice a month that will allow the consultant to provide coaching on specific job related tasks.
The next six months will include a one hour coaching meeting every 3 weeks for a total of eight sessions.
During the one-year coaching process two 30 minute facilitated sessions with the client will be conducted. The sessions will be scheduled to discuss the coaching steps and progress. Other key leaders will be included in discussions if needed. Phone calls can be used as needed for updates or support at any time during the process.
Phase IV: Conclusion
Upon completion of the coaching process the coach will give a facilitated meeting with the client and the boss to discuss coaching outcomes.