Executive Team Development
“Assume accountability now. Understand success starts at the top of your organization. Now practice it.”
- Amy L. Robinson, Founder and Lead, Robinson & Associates Consulting, LLC
Trends in Coaching:
- CEOs are asking to be coached: 78% say it is their own idea vs. the Board’s idea.
- Boards are making talent development and succession planning a high priority and challenging CEOs to keep this front and center.
- “How to handle conflict” ranks as highest area of concern for CEOs.
- Coaching is losing its stigma and becoming more transparent as a leadership development program within organizations.
- Coaching market is growing—56.2% of survey respondents have increased spending in the last three years.
- A key trend is the rise of internal coaches—developing in-house capability to expand reach achieve greater flexibility.
- Organizations are building evaluation into their coaching programs.
Our Process in developing your Executive Team:
First we’ll act as consultants to help understand and align our process with your organizational strategy.
Then we’ll facilitate the actual process of executive team development:
- Growth-and outcome-based —measurable objectives set at the beginning.
- Focused on leadership behaviors and business results —with deliberate practice, challenge, and feedback.
- Integrated with talent and leadership development initiatives and models.
- Structured, yet flexible, and responsive to business needs and changing dynamics.
- Partnership-based and interactive with HR and your culture.
- Measurable –with periodic scheduled progress reports.
- Competent with access to the most effective assessments and tools.
- Sustainable—results are maintained once the assignment ends.
Our Deliverables (includes but not limited to):
- Act as organizational consultants and co-partners with your key leaders in “kickoff phase.”
- Vision: Assume 35,000 feet or aerial view of your team’s priorities, objectives and outcomes.
- The drill down: Identify specific goals and outcomes and make as measurable as possible.
- Mission: Discuss strategy in executing.
- Focus on outcomes such as retention of key staff or team engagement.
- Design an evaluation process before coaching begins.
- Facilitate coaching process (group and individual).
- Conduct measures (Level 1 Evaluation) at midpoint and end of program.
- Use 360 Data and other assessments to establish a baseline.
- Repeat 360 Data –interviews post-assignment to measure change (at end of assignment and six months later).
- Link actions arising from coaching to performance management measures.
- Use as many touch points as possible to evaluate progress and success.
We'll help tailor a specific scope of work based on your organizations strategy in developing the Team.
Amy acts as the lead for the full body of work and co-leads the facilitation of executive team development with her associates.
Contact Amy for next steps at 832-419-0639 or Amy@AmyLRobinson.com.