Today’s rapidly evolving environment sometimes calls for “Just-in-Time” development.
Occasionally a more focused executive coaching intervention is needed in order to assist an executive in quickly adjusting behavior to accommodate a promotion or a shift in role, culture or strategy. These situations may include:
- A high-value executive who requires immediate behavior change and/or demonstration of different strengths.
- There is a need to fill gaps in succession planning/staffing efforts.
- The cost of recruiting is too high vs. internal promotion.
- New leadership competencies are required as part of a significant organizational change initiative.
WJM’s High-Impact Coaching offers a concentrated approach to development, delivered individually and “just-in-time” to strengthen under-developed skills or address critical deficiencies in current performance in a very time-sensitive fashion. High-Impact Coaching is designed for critical situations where an executive is looking to change a core behavior over a short period of time, and to sustain the change over the long term.
A concentrated approach to development involving fast and deep emersion followed by “field testing” of learned skills
High-Impact Coaching involves an intensive offsite experience with the client and two highly skilled WJM Executive Coaches. Various assessment instruments, 360º feedback, role playing and scenario planning are used to dramatically increase the executive’s self-awareness and rapidly empower him or her to enact the changes desired by the executive and the sponsoring organization. Following the offsite, the executive receives ongoing coaching for several months to sustain gains, continue new behaviors and develop additional skills.
WJM’s High-Impact Coaching delivers positive behavior change and increased effectiveness within six weeks.
Initial conversation(s) with client to establish rapport and start formation of the 360º assessment and Critical Event list (selection of past and upcoming events to role-play) as well as to draft a set of goals for the coaching process.
The lead and offsite coaches and the client exchange thoughts on the process, expectations, concerns, etc.
An in-depth interview covering major periods in the client’s life and career is conducted in order to understand formative events as well as learning strategies and reactions to change over time.
Feedback on the instrument(s) selected for the client is given and key elements are summarized for consideration during the remainder of the offsite. The thematic results from the 360º are delivered and discussed looking for opportunities and themes to address during the offsite.
Recreate past or upcoming Critical Event; review tape; reverse roles; try out new strategies; repeat...
Determine the strategy for return to work. Meetings with key stakeholders to discuss changes in the working relationship. Strategize about demonstrating new or enhanced skills and to whom.
Set critical behavioral goals for first 3 weeks on-site.
Set check-in points and next appointment priorities. Mini-surveys/assessments are employed to measure progress. Results are presented to the team to maintain focus and adjust the course, if necessary.
Ongoing coaching for 3 to 6 months depending on need.