Executive Coaching is for highly successful individuals who want to become even more effective, more fulfilled and more valued.
Most often, the executives we coach are transitioning to a new role or taking on even greater responsibility in their organization. They are viewed as high-potential/key talent and are often hand-picked to receive coaching as an investment in their professional development.
The “What”
Our coaching aids the executive in creating a clear path to achieving company goals, building strong working relationships, and broadening their impact and influence at work.
What you can expect from coaching is a heightened awareness of yourself and how your work is perceived by others. As though you’ve gained a “third eye,” you’ll learn to harness this invaluable information and begin to make choices that result in becoming more productive, more persuasive and more impactful.
“Shira worked with me as my executive coach during a period of significant organizational change and professional transition. She provided invaluable assistance by helping me develop a detailed understanding of key strengths and areas for development, but more importantly, by deepening my understanding of how I could best deliver value in the new organization while achieving my own goals and fulfilling my own aspirations…Our work together [has] played a key role in my professional success and personal happiness over the last few years.”
– Chief Product Officer, Global Publishing Company
The “How”
We are in this together.
We relish in collaborating with our coaching clients. In a process we call joint problem solving, we find the path to solutions for a client’s most pressing challenges, together. Whether it’s about navigating organizational politics or restructuring a team for growth, we challenge and support you to think through to the answer by bouncing ideas back and forth, elevating potential solutions until together we determine the appropriate strategy.
The best coaching does not happen in isolation.
Rather, it is done ‘in the trenches’ because that is where growth will occur. The first step in our process is to develop a rigorous understanding of the coaching client’s environment and interpersonal dynamics within the company. To do this we combine customized 360 interviews and assessments with in-the-moment observations to gain an understanding of the coaching client’s context within the organization.
Throughout the engagement, we work closely with the coaching client’s supervisor and the HR/organizational sponsors to ensure that the executive receives feedback and support for the work they are doing, while maintaining complete confidentiality of client sessions.
Uncover insights and take targeted action.
With the data we gather on your own aspirations coupled with how you are perceived in the workplace, we will uncover insights that will help us establish our goals for coaching. For example, we might find you need to highlight your strengths or we might find that you might be overusing them.
Together, we will consider your aspirations and thoughtfully craft a plan to address two to three development themes that impact your leadership style. Throughout the course of our work together, our aim is to move the needle – that is, make slight alterations – that will make your current leadership style even more impactful while staying true to who you wish to be as a leader.
“Shira’s coaching process has been enlightening and a game changer for me. I’ve become more confident, more resilient and frankly, more embracing of what I can be.”
– Managing Director, Public Relations Firm
FAQs
Why did my HR team suggest coaching to me?
Companies we work with usually offer coaching to their high-potential executives who are experiencing some form of transition, whether it is an expanded role, on-boarding, reorganization or fast-paced growth. These executives are viewed as key talent in their organizations and are often hand-picked to receive coaching as an investment in their professional development.
Will coaching work for me?
Coaching will work as long as you are committed to the process and willing to explore new or different ways of thinking and acting. Success is defined by the coaching client and coach together at the beginning of the engagement, so you will be motivated to reach your desired, successful outcome with the coach’s help.
How much time will a coaching engagement take?
The coaching process typically takes 6 months. During the engagement, we meet the client approximately every two weeks, depending on client preference and availability. We often check-in with the client and key stakeholders 3–6 months after concluding the initial engagement, to measure perceived changes and refocus the development plan.
What happens during coaching sessions?
Your coach is your trusted advisor who helps you find the path to solutions of your most pressing professional challenges. The coaching sessions will feel like open discussions and joint brainstorming/problem solving sessions, in which you will ping pong ideas back and forth and explore what’s causing the challenges and how to get past them successfully. Using in-the-moment observations, root cause analysis, and reframing challenges as opportunities, you will sharpen your own insight and gain pragmatic tools to enhance your relationships with key stakeholders and expand your impact.
What is it like to work with Shira?
Shira is both highly professional and deeply earnest. She is the perfect sounding board – she listens, she is perceptive and she asks insightful questions – but her focus is to collaborate to arrive at solutions. Each coaching session will include her process of joint problem solving. One client remarked that Shira is: direct and honest while being caring and supportive; she is there to challenge and support you throughout the engagement and beyond.
Will our coaching sessions be private?
Spectrum is vigilant about maintaining complete confidentiality of client sessions. We do work closely with the coaching client’s supervisor and the HR/organizational sponsors to ensure that the executive receives feedback and support for the work they are doing, all while guarding our coaching client’s privacy.
How will you keep HR professionals involved?
Three way meetings — between the executive, the HR sponsor and the Spectrum Coach — will be a consistent part of the engagement. Our goal in facilitating these meetings is to bolster communication pathways within the organization so that we, as the coach, eventually become unneeded. During these meetings we also work with HR to ensure their continued support to the executive once the engagement concludes.
How will we know if the coaching is effective?
Spectrum works closely with the coaching client’s HR sponsors and supervisors, regularly updating them on the process and gathering organizational input and feedback, while protecting the client’s confidential information. As needed, the coach checks in with 360 participants to measure perceived changes following the coaching engagement.
I'm intrigued. What is the next step?
The next step is to contact Spectrum and set up what we call a chemistry meeting. The purpose of this meeting is to discuss the coaching process and determine if the Spectrum coach is a good fit for the client’s needs.
There is no obligation to engage. This is purely a meeting to understand the client’s definition of a successful experience and to understand if the Spectrum coaching approach will help them achieve that goal.
If there is a fit, we will go into the data gathering stage (as outlined above in ‘The How’). If we are not the right fit, we are more than happy to recommend other coaches that specialize in your needs. Our number one goal is to be as helpful as possible to our clients.
