Executive Coaching: Building and Managing Your Professional by Lewis R. Stern

By Lewis R. Stern

Comprehend all of the elements of turning into an govt trainer, from buying education to advertising your perform, with govt training: development and dealing with Your specialist perform. Hands-on details on themes like buying the proper education and making the transition from different fields is written in an obtainable demeanour via a winning and skilled trainer. even if you’re a amateur or a longtime trainer trying to extend your perform, you'll enjoy the step by step plan for establishing and working a profitable govt training perform.

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Extra resources for Executive Coaching: Building and Managing Your Professional Practice

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These steps are applicable for both the external coach and the internal human resources or organization development professional: 1. Make yourself known in the market. 2. Stand out from the competition. 3. Develop referral sources so potential coachees and the people who find coaches for them will contact you when the need arises. 4. Serve your clients and potential clients extraordinarily well— they will recommend you to others and turn to you again. THIS BOOK WILL HELP YOU BUILD AND MANAGE YOUR EXECUTIVE COACHING PRACTICE This chapter has provided a framework for executive coaching.

In our experience, however, significant competence in each of these four areas is important for executive coaches: 28 Core Competencies for Executive Coaches 1. 2. 3. 4. Psychological knowledge; Business acumen; Organizational knowledge; and Coaching knowledge, tasks, and skills. For four years, I worked with my colleagues from the Massachusetts School of Professional Psychology and the Graduate School Alliance for Executive Coaching to test the first four competency areas in the development and education of graduate school curricula.

Conduct debriefing and feedback sessions with the coachee regarding the assessments and 360-degree results 3. ) 4. Help the coachee design and create action plans and a coaching timetable 5. Help the coachee, his/her boss, and HR to review assessment results within agreed-on guidelines for confidentiality and translate those results into actionable coaching strategies 6. Establish qualitative and quantitative measures of results for the coaching goals 7. Determine what can be achieved in coaching and recommend appropriate training and other methods to achieve other developmental goals 41 RATING ASSESSING YOUR COMPETENCIES 8.

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