Performance Coaching for Executives

Would things be better if senior members of your organization had the coaching support they need to really excel?  No problem.  With this unique approach, you can provide it.

CSG's Executive Performance Coaching practice is designed help senior members of the IT organization to reflect, self-discover, and dramatically improve their ability to perform and contribute to organizational success.  Whether the individual needs to address a problem or develop a new skill or capability, CSG’s coaching support allows the client to:

• Quickly identify relevant issues, individual and organization objectives, and performance gaps,

• Develop Action Plans for achieving new levels of individual performance and success, and

• Achieve desired results.  

CGS’ highly interactive approach enables IT Executives to improve their ability to:

• Communicate effectively with internal IT staff, members of the business community, and outside service providers;

• Build and maintain effective relationships within the IT organization and outside of it; and engage in effective teamwork and collaboration with individuals in both groups; 

• Provide effective leadership by promoting a “culture of performance excellence” within the IT organization that helps their staff -- other senior managers -- to meet individual as well as organizational performance objectives and ensures that execution -- what people are doing  -- is properly aligned with strategy -- what the organization wants to do; 

• Identify and eliminate/reduce roadblocks and other factors that limit their ability to perform successfully either individually or as a member of a team; and 

• Coach and reinforcement others – specifically their direct reports and others in the organization for whom they are responsible.

CSG's 3-step Executive Coaching Program 

Step 1:	Establishing the Coaching Context
	Normally accomplished in several one-on-one “closed-door” sessions lasting 2- to 4- hours each.

During Session 1, CSG Executive coaches will:

• Discuss the organization's overall direction, strategy, and vision and how both the client and the IT organization as a whole contribute to achieving each one.

• Discuss the client's recent experiences -- successes and disappointments -- and identify factors (organizational, interpersonal, procedural, technical, or other factors) that contributed to each specific outcome.

• Identify barriers to success – organizational, interpersonal, procedural, technical or other impediments -- and develop specific and task-oriented one-, two-, and three-month objectives for overcoming them – goals that the client can commit to actively working toward and achieving within a designated time frame.

• Identify sources of additional relevant information including:

• Individuals within the organization who are familiar with the client and his or her situation and with whom follow-on discussions may be conducted.  (These individuals may include the client’s boss, peers, and/or direct reports.  Interviews with these individuals are only conducted with the client’s full consent.)

• Results from 360 degree assessments, performance appraisals, and customer satisfaction surveys

Following the initial session CSG Executive coaches will review all relevant material and schedule and conduct meetings with individuals identified by the client.

During Session 2 (and any additional sessions that may be needed to complete Step 1), CSG Executive coaches will:

• Discuss input and impressions obtained from all of the interviews conducted and materials that were reviewed.

• Work with the client to develop an initial set of goals that express what the coaching intervention will accomplish.  This set of specific goals may include both personal and business goals – short and longer term – and reflect input from the coach, the client, and the client’s “boss.”

• Develop a "tactical-level" Action Plan for reaching the defined goals by building on individual strengths and eliminating or reducing individual weakness.

• Develop a "strategic-level" Action Plan for addressing organizational issues that impact on the individual's ability to contribute to organizational success.

Action Plans will include specific, task-oriented one-, two-, and three-month objectives that the Executive can commit to actively working toward and achieving within the designated time frames.  Longer time frames may also be considered as required to address the specific needs of the client and the organization.

During Step 2, CSG Executive coaches will:

• Promote continuous improvement by providing insight and feedback that reinforce appropriate skills and behaviors;

• Identify trouble spots and barriers to success;

• Pose questions that encourage the client to engage in “reflective thought” and challenge the client to see things in often and new and different ways;

• Help the participant to overcome obstacles in order to achieve his/her individual performance objectives.

• Discuss and make appropriate "mid-course" adjustments to both Tactical and Strategic Action Plans.

• Attend appropriate internal IT meetings to observe the subject IT Executive "in action" to assess the ability of the Executive to effectively interact and communicate with others and provide effective leadership.  (Appropriate feedback will be provided during private follow-up work sessions.)

At appropriate intervals throughout Step 2, CSG’s Executive Coaches will also collect information from a variety of sources to assess the overall impact of the coaching process and the client’s progress toward achieving desired goals.  This input will come from a variety of sources including:

• Follow-up interviews with the same participants interviewed initially.

• Informal discussions with the client’s boss and colleagues.

• Assessments, surveys, and/or appraisals taken 3- to 6-months following the start of the coaching engagement.

• Client feedback – about the coaching experience and how helpful it was (or was not) in achieving desired results.

During this "wrap-up" session, CSG Executive coaches will:

• Help the Executive assess progress toward achieving performance targets set forth in his/her individual Actions Plans.

• Assist the Executive in anticipating future needs/changes and how each might impact his/her ability to continue to perform and effectively contribute to organizational success.

• Explore new opportunities for continued personal and organization growth and improvement.

• Determine what, if any, on-going follow-up support might be required by the Executive and/or members of his/her staff and how that support could be provided.