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HELPING PROFESSIONALS REALIZE THEIR

 

full potential as leaders.

At some point in our careers, most of us have worked with a leader who changed our lives. A leader who pushed us, understood us, inspired us! A leader who we observed and thought, “When I get to that level in my career, I want to lead like that.” 

Through 1:1 coaching, we help you become the leader you want to be. Our coaching process is about finding new ways of being and acting that are aligned with who you are – not about incorporating a set of standard leadership behaviors that don’t fit you. At the end of the coaching process, you will have new skills, a slightly altered perspective, and a revived enthusiasm for your work. Our goal is for you to feel prepared to take on whatever leadership challenge comes next.

EXECUTIVE COACHING

Our most highly sought service is executive coaching. Through six sessions of coaching, experimentation, and evaluation, we identify and prioritize goals, develop a plan for achieving them, and solve any problems or challenges that emerge along the way. In addition to goal-directed work, learning occurs as we work through real-time, on-the-job challenges that emerge during the coaching engagement. And throughout our time together, we take advantage of opportunities to build self-awareness as well as interpersonal and leadership skills.

SPOT COACHING

Spot Coaching is for individuals who seek support around one particular issue. The format allows us to go straight to the heart of the issue and come up with an action plan . . . all within 30 to 60 minutes. This service is one of the most cost-effective ways for an individual to improve their performance or for an organization to offer coaching to multiple employees.

I depend on Lisa for steady, candid guidance that always moves our team forward in a positive and principled manner. I recommend her services to you without reservation.

-Libby Lassiter, President, Bayer Properties

EXECUTIVE COACHING PHASES

 Our most highly sought individual coaching service is executive coaching. Our typical
engagement includes the following phases:

1. Kickoff Session

This session offers us the opportunity to get to know each other. Topics at this session are likely to include your work history, what leads you to seek coaching, the goals you want to achieve and any questions you have.

2. Assessment

The purpose of the assessment phase is to identify strengths and developmental needs. At the end of the assessment phase, we will understand your strengths, gaps in your knowledge and skills, thought patterns, behaviors that are holding you back, and the system in which you work. This step may include verbal interviews with direct reports, peers, managers, and others in your work environment.

3. Identify Coaching Goals

Coaching goals emerge from the objectives you bring to the coaching process and the data we gather via the assessment process. As a starting point, we will identify the 1-2 goals likely to most significantly and positively impact your success.

4. Define Success

How will we know that the coaching process has been successful? Based on your goals and, potentially, input from your manager, we will define what success will look like at the end of the coaching process, including new behaviors, the way you will feel, and the way others will respond to you.

5. Design and Implement an Action Plan

Creating an action plan involves breaking your goals down into smaller weekly, bi-weekly, or monthly objectives that we will monitor at regularly scheduled meetings. An action plan may include experimenting with new ways of making decisions, solving problems, strategizing, seeking visibility, and/or interacting with others.

6. Measure Impact

The final phase of the coaching process determines how coaching has enhanced your performance and/or affected behavior change. This step may involve follow-up interviews with your assessment participants and/or a review of your coaching goals, an evaluation of the changes you’ve made, and your feelings about those changes.

Dr. McDonald’s background as a clinical psychologist, coupled with her in-depth knowledge of professional development trends, gives her a unique ability to truly coach the “whole” person. She offers great insights into personal and professional challenges while building a positive vision of the future.

-Maye Head Frei, Chairman, Ram Tool Construction Supply Company

 

F.A.Q.s FOR EXECUTIVE COACHING

 

How do I find the right executive coach?

Coaching is first and foremost a trusting, supportive partnership between coach and client. We encourage potential clients to interview more than one coach before committing to a relationship; you will be spending a lot of time talking about important (and often confidential) issues with this person. Choose a coach with a proven track record whose process is sound, but also take time to ensure you feel comfortable and at ease when interacting with him/her.

How will we work together?

The purpose of coaching is to help a client become more effective, productive, and fulfilled. Coaching may take place through face-to-face, virtual, or telephone sessions over a specified time span. No two coaching processes look exactly the same because every client is unique; our job is to meet each client “where he or she is.”

When should a leader consider hiring an executive coach?

Coaching may be appropriate if you or one of your leaders/emerging leaders has the potential to be more effective, was recently promoted (or will be promoted soon) to a more demanding position or is struggling to address a performance problem.

How many sessions is a typical executive coaching contract?
Our typical package is a six-session contract, but we also offer 3-session intensive coaching packages as well as 12-session packages that focus on slow, sustainable change over time. We even have some clients who have completed a formal coaching process and now prefer an “on-call as-needed” coaching relationship.

SPOT COACHING STEPS

Spot Coaching is for individuals who seek support around one particular issue. The format allows us to go straight to the heart of the issue and come up with an action plan . . . all within 30 to 60 minutes. A spot coaching session follows the steps below: 

1. Brief review of relevant details and background

2. Exploration of topic or challenge on which participant wishes to focus

3. Discussion of possible next steps or a recommended shift in perspective

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4. Development of an action plan

Through the spot coaching experience, our employees received the gifts of an objective sounding board, professional insights, and actionable takeaways.

-Tommi Paris, Director of Diversity & Inclusion, Southern Company Gas

 

F.A.Q.s FOR SPOT COACHING

 

For whom is spot coaching a good fit?

Our spot coaching clients have included:

  • Organizations that want to provide coaching to multiple employees over a short time period.
  • Individuals who seek support in a focused area.
  • Past coaching clients who need a quick refresher, are starting a new position, or need help to tackle a new challenge.
What predicts success in spot coaching?
  • The participant needs to seek focused assistance with one specific challenge or development opportunity.
  • The participant is willing to share openly with a coach who s/he does not yet know well.
  • The participant is motivated to pursue a plan of action independently.
When is spot coaching unlikely to be effective?
  • The participant seeks long term coaching and hopes to use spot coaching as a substitute.
  • The participant seeks assistance with a significant career barrier with which s/he has been struggling for an extended period of time, despite previous efforts to address it.
  • The participant’s manager wants the participant to address a development need that the participant does not view as legitimate or is not committed to addressing.

In any of these scenarios, an executive coaching package is likely to be a better fit.

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PHYSICAL ADDRESS:
2100-B SOUTHBRIDGE PARKWAY,
SUITE 490, BIRMINGHAM, AL 35209

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