Are you ready to elevate your leadership and achieve breakthrough results? Executive coaching offers the powerful, one-on-one support that leaders at all levels need to reach new heights in their careers. Whether you’re a seasoned executive or stepping into a new leadership role, coaching provides a dedicated space to enhance your performance, expand your influence, and gain clarity on your strategic vision.
What is Executive Coaching?
Executive coaching is more than just guidance—it’s a transformative partnership. Through meaningful conversations, your coach will challenge, encourage, and guide you to fulfill your purpose, achieve your goals, and overcome obstacles. Our coaching begins with the Trimetrix HD® Leadership Assessment, which uncovers your natural talents and becomes the foundation for your personal growth journey.
Coaching Tailored to You
This isn’t just for new leaders. Even the most experienced executives benefit from coaching as they navigate complex decisions, expand their leadership influence, and clarify their organizational strategy. A coach serves as both a thought partner and confidant, providing a unique perspective and helping you recognize your strengths and opportunities for growth.
Why Work with a Coach?
- Adapt to New Roles: Transition into new leadership responsibilities with confidence.
- Expand Your Influence: Learn how to inspire and lead your team with greater impact.
- Recognize Your Strengths: Maximize your natural abilities and identify areas for development.
- Clarify Your Vision: Gain strategic clarity that drives your organization forward.
Are You Ready to Take the Next Step?
The best leaders never stop growing. Executive coaching can help you unlock your full potential, sharpen your leadership skills, and drive transformational outcomes for you and your organization.
Don’t wait. Let’s start the conversation today.
Prior to your coaching, there was no work-life balance in my life the first 9 months at my new job as Chief Technology Officer, but with your help I was able to deliver on a new vision that brought back balance not only into my life but also to a lot of people that I lead at work. You helped me sort through the clutter and noise and focus on key issues and priorities.
COACHING PROVIDES A DEMONSTRATED RETURN ON INVESTMENT
Coaching has a bottom-line benefit. And there is strong evidence to prove it:
On average, coaching paid back about six times what it cost
Productivity increased by 35% as a direct result of coaching
Coaching led to a bottom-line impact of up to $1 million in nearly 30% of cases
Individuals coached reported better relationships both internally and with clients; a marked increase in job satisfaction, and greater organizational commitment (Fortune, 2001)
ENORMOUS INFLUENCE COMES FROM FOCUSING ON JUST A FEW VITAL BEHAVIORS
These are the behaviors that, if enacted, will most profoundly lead to the results you want. A few behaviors can drive a lot of change. Trying to focus on dozens of behaviors at once can be confusing and will dilute your efforts. Even the most pervasive leadership issues will often yield to changes in a handful of high leverage behaviors. Therefore, in our leadership development efforts, we focus on finding the two or three behaviors that will affect results the most.
STEP 1
Define the behaviors and competencies needed for the job you are in, or for the job you want to be in. This is accomplished through developing a competency model based on the position. We work with you to indentify 5-7 competencies that become the benchmark for measuring goals and future success of the coaching effort.
STEP 2
Take a leadership assessment based on the competency model. The assessment will identify gaps for focus in the coaching.
STEP 3
Develop a coaching plan based on the assessment report. The assessment helps not only to define key areas for focus and goal-setting, but becomes a valuable resource tool for reference as you progress through your goals.
STEP 4
A concrete action plan will be developed and combined with any resources needed for your development. The action plan will focus on 3 or 4 areas that are the most vital that you need to invest your time and energy in right now. Progress is regularly measured with specific milestones. An assessment is used again in 12 months to measure progress against the gaps that were identified at the beginning of the coaching process.
Interested in Finding Help to Move Toward Your Personal Vision for Success?
Do You Manage A Sales Team?
Behavioral research suggests that star performers are those who understand themselves, both their strengths and weaknesses, so they can develop strategies to meet the demands of their environment.
For any leadership development efforts to be successful, an in-depth assessment of current leaders or high-potentials is needed to focus your efforts in the right direction. The Vantage Group’s assessment solutions provide a great launching point for your organization to more fully optimize your current leadership. Tools such as DISC or 360s ensure you have a leadership development program that is aligned with your goals and responsibilities in your organization.
Leadership TriMetrix HD
Based on a unique 55-factor analysis, TriMetrix HD will help you discover superior talent, improve communication, reduce turnover and increase overall productivity. TriMetrix HD brings the four sciences of behaviors, motivators, acumen and competencies together in a validated, bias-free and fully integrated assessment that meets EEOC and OFCCP requirements. After completing the assessment, a leader is presented with a report on how she will perform in various situations, what motivates her behavior, what she “has done” in 25 research based competencies related to the business environment, and both how her judgment impacts interaction with the external world, and her own self-perception.
Super 360
What is multi-rater feedback, such as a 360, and, most importantly, why does it matter? Easy enough to answer. Multi-rater feedback is a fundamental element in best practice employee and leadership development. In fact, the Performance Management Standard, written by the American National Standards Institute (ANSI) and the Society for Human Resource Management (SHRM), indicates that gathering feedback from individuals other than an employee’s manager to assess performance is a best practice related to goal setting and management. 360-degree multi-rater feedback can deliver a host of benefits to both the employee and the organization. For example, research has found that when leadership development includes multi-rater feedback, organizations see: More accurate, credible and reliable performance ratings, increased acceptance of performance feedback, improved leadership performance, and higher functioning work teams.