Executive coaching
Coaching for leaders to be as effective as they aspire to be.
A clear structure, goals we agree on at the start, and a way to see progress.
I work with senior- and C-suite-level executives at public and private companies and professional services firms. Some are stepping into expanded roles. Some are leading through change. Some are already successful and want to raise their game. Most come to me through someone with whom I've worked before.
The engagement
How an engagement works
A typical engagement runs six months.
- 1
Assessment
We start with a formal assessment to understand your current leadership style, preferences and strengths. You receive a written report, and we review it together.
- 2
Interview-based 360
I speak directly and confidentially with your colleagues: your manager, peers and team. Interviews give richer, more candid feedback than a survey.
- 3
Goals
Together we articulate a critical few development goals, with clear milestones to measure progress.
- 4
Biweekly coaching
We meet every two weeks, virtually or in person, and work on real-time situations as they unfold.
- 5
Review
At the engagement's conclusion, we meet with your manager and/or HR to review progress against goals.
- 6
Your plan forward
You leave with a written development plan to keep building on.
- 7
Check-ins
After the six months, I stay in touch with follow-up check-ins, so the progress lasts.
Focus
What we work on
Coaching follows your goals. Common themes include:
- Driving business performance
- Leading large-scale change
- Aligning and leading a strong team
- Executive presence
- Managing senior stakeholders and boards
My role
On your side
Even when your company sponsors the engagement, I work for you. My sole agenda is your success.
The best thing about being an executive coach is the opportunity to be an unmitigated advocate for you.
For HR and talent leaders
Evaluating a coach?
If you're evaluating a coach for a leader in your organization, here's what you can count on:
- A defined six-month structure, grounded in a formal assessment and an interview-based 360
- A critical few development goals with clear milestones, agreed at the start
- A review of progress with the executive's manager and/or HR at the engagement's conclusion
- A written development plan the executive carries forward
- Experience across public and private companies and professional services firms, in the US and Europe
I'm glad to talk through a specific situation before any commitment.
“With Dick's coaching, mentoring, advice and guidance, I successfully made the transition from manager to leader.”