Executive Coaching

The goal of executive coaching is to support an executive in enhancing his or her performance. Being in a new position, facing new challenges in a current position, a desire to enhance the quality of work life, having a particular skill or capability that needs strengthening, or specific organizational relationships or requirements all prompt an executive to seek a coach. Our philosophy on coaching is not to try to change personality, but rather to build on the strengths the executive already has and add new tools to their toolbox.

Cavanaugh, Hagan, Pierson & Mintz approaches executive coaching two ways:

• Candid conversations with the executive
• Gathering 360 degree feedback from those close to the executive

Once the issues and goals are clear, we work with the executive to develop a strategy and specific actions to move toward achieving the goals. The development plan may include activities such as developing reliable feedback sources, keeping a journal of successful and disappointing instances of trying new approaches, reading targeted articles and books, attending seminars or conferences, and other actions tailored to the particular situation and objectives.

The CHP&M coach meets with the executive for two hour sessions either in person or on the phone to discuss progress, observations, and insights from the executive's perspective. We look ahead to upcoming situations or issues and develop strategies for new approaches. Early in the coaching process these meetings may occur more frequently (twice a month) and then may extend to longer intervals (monthly or six weeks) as the executive develops greater skill and confidence in the new approaches. A typical coaching engagement usually begins with a three or four month commitment. The coach and executive then evaluate to determine if the goals have been met or if the coaching relationship should continue.