Executive Coaching

By gathering confidential feedback from those colleagues who work closely with the leader, we determine which behaviors need to improve and which ones need to stop.

ExecuFeed utilizes a systemic approach to executive coaching. The best way for an executive to improve their leadership skills is by gathering confidential feedback directly from those individuals (colleagues, co-workers, direct reports, friends, and family members) who spend the most time with the leader on a day to day basis.  Feedback that the leader could never gather on their own, as their subordinates fear such repercussions as being fired or having their career advancement derail.  Yet this critical feedback is essential for the leader to improve.

The process we use is called Stakeholder Centered Coaching, developed by Marshall Goldsmith, Ph.D., Frank Wagner, Ph. D., and Chris Coffey.  This coaching process commonly lasts from 12 to 18 months and has been used to successfully coach over 150 leaders in Fortune 500 companies.

scc_logoThere are a variety of approaches to Executive Coaching.  One common, less effective, method is for the coach and the executive to get together on a regular basis and discuss whatever the executive wants to talk about.  Conversations often avoid the elephants in the room and hard conversations that the executive may be avoiding or not even know about.

The success of the coach is often measured by: 1. How much time the coach spends with the executive and 2. How much the executive likes the coach.  Our clients are very busy people, so spending lots of time with them is not a great strategy.  Most of our clients do like us, but that really isn’t that critical either.  Some executives thrive under the tension of being challenged and pushed, and often being too friendly doesn’t foster that environment.  If you are thinking about using this process, you may want to consider buying the executive a dog!  It is far less expensive and often yields similar results.