Like all great athletes, the best leaders often have executive coaches. Leaders and athletes alike know an executive coach is an investment in themselves and their career.
In the workplace, executive coaching is a facilitated process focused primarily on the development of specific leadership behaviors. Throughout this process, a leader is paired with a highly experienced leadership professional, or “coach” who will support the leader in developing self-awareness and increasing their effectiveness in the workplace.
Coaching equips leaders with the tools, knowledge, and opportunities they need to DVELUP personally and professionally and become more successful in their roles. The executive coaching process helps leaders DVELUP proficiency in business, leadership, and interpersonal skills.
Understand the cultural context and eco-system in which the leader works. Heighten the leader’s self-awareness. Ask the leader candid questions. Respectfully confront and challenge the leader. Listen intently.
Provide the coach with specific objective and goals for the engagement. Assist the coach in understanding the organization’s culture. Serve as an objective supporter of the leader’s development. Share internal resources that support the leader’s development goals. Be present and supportive in the Individual Development Plan and Career Action Plan review meetings.
Agree to be coached and actively engage in the process. Participate in assessments. Create an Individual Development Plan and Career Action Plan. Be open to feedback and the change required to professionally DVELuP. Create time for the “work” required to meet development goals.
Provide the coach with specific objectives and goals for the engagement. Provide the leader with guidance and feedback. Challenge and support the leader in meeting his/her development goals. Remove obstacles and provide organizational support. Be present and supportive in the Individual Development Plan and Career Action Plan review meetings.
Executive coaching is for a leader who is open to being coached to help them achieve their goals. These can be current executives, new executives who are looking for accelerated assimilation, or a high-potential employee who a corporate sponsor sees as a future executive.
Executive coaching is not for leaders who are not open and are willing to be coached. Executive coaching should not be used as a punishment or provided to prove the organization did everything to ‘check the boxes’ before termination of the leader.
At the onset of the engagement, assessments are used to support the leader in increasing their self-awareness and developing specific leadership skills.
Assessments may include behavioral preference, emotional intelligence, or 360-degree feedback assessments.
A 360-Degree feedback assessment collects candid feedback from the leader’s supervisor(s), peers, and direct reports regarding their leadership behaviors
All assessment reports are confidential and shared directly with the leader. The leader can choose to share the assessment report(s) with their supervisor and/or human resources leader.
Self-Awareness, Interpersonal Relationships, Leading During Times of Change, Communication Skills, Leading with Vision and Purpose, Engagement, Building Effective Teams, Strategic Thinking, Decision Making, Mentoring, Listening and Empathy…The list goes on and on.
Our coaching is a 7-step process that includes: initial needs analysis, contracting, data gathering, specific goal setting, coaching, measuring, and reporting results, and transitioning to a long-term development effort for the leader and the organization.
Leveraging the assessment data and feedback, the leader alongside the executive coach creates an Individual Development Plan which serves as a road map for the engagement.
The leader, coach, supervisor, and human resources leader meet to align around the development goals defined in the Individual Development Plan and commit to supporting the leader as they execute on them.
The difference between executive coaching and mentoring is this: executive coaching is geared towards helping leaders explore their own ideas. Executive coaches help leaders to identify and solve their own problems by asking high quality questions. Mentoring involves a high level of input and direction from the mentor.
It’s hard to see things from a perspective you have no experience in.
To become a certified executive coach, one needs to complete a program with an established set of core competencies and are evaluated on their proficiency in those areas. Being certified is an easy way to stand out in an increasingly saturated market. It boosts the coach’s reputation, establishes them as a true professional and provides an instant layer of legitimacy.
To become a certified executive coach, one needs to complete a program with an established set of core competencies and are evaluated on their proficiency in those areas. Being certified is an easy way to stand out in an increasingly saturated market. It boosts the coach’s reputation, establishes them as a true professional and provides an instant layer of legitimacy.
The best organizations know that an investment in executive coaching can improve: business performance, market share, employee satisfaction, customer loyalty, productivity, products, services, innovation and culture. According to MertixGlobal LLC, the average return on investment for an executive coaching engagement is 790%.
For the leader, executive coaching facilitates increased levels of motivation, boost in cognition at work, improved interpersonal relationship abilities, enhanced self-regulation, heightened self-awareness, higher levels of empathy, and better social skills.
For the team of a leader going through an executive coaching engagement, here are some of the benefits they can expect include, agreed on expectations and behaviors. Transparent set of team goals. Environment of transparency. Linking team goals to organizational goals for overall success. Reflection on how the team is progressing toward goals and deploy constructive criticism among the team.
For the organization of the leader going through an executive coaching engagement, here are some of the benefits it can expect include, helping their employees adapt to change, improving productivity and performance, making the employees feel more valued, assisting in return-to-work initiatives, and dealing with challenges more confidently.
We partner with organizations of all sizes. If there’s a leader in an organization, we can help.
There’s over a million executive coaches in the marketplace. Through our empirical data, only 2% are qualified to be considered a DVELUP executive coach. You can expect wasted time, money and energy trying to find the perfect executive coaches from scratch. You want to make sure that the coaches you’re partnering with have executive experience, are certified as an executive coach, and have raving fans that they’ve helped accomplish their goals. You also want to ask about criminal history, and make sure they have insurance as well
In order to help the leader internally, you need to know which core competencies they’re working on in order to support them through the process. For example, if the leader and their supervisor are in their one on one, the supervisor can provide feedback on the core competencies the leader is working on. Our process is a true partnership with internal champions.
DVELUP’s executive coaches are the best in the industry. They’ve been executives at some of the largest organizations in the world, have an executive coaching certification, and have testimonials from others that they’ve coached in the past.
We have a few hundred coaches globally.
We’ve spent thousands of hours scouring our network for the best coaches around the world, so you don’t have to. We literally have a person on our team whose sole job it is to find the best coaches.
We provide you with a set of executive coaching bios. From the bios, you can choose who you’d like to interview for your leader.
Then you’ll receive another set, and we’ll keep going until you find the right coach. Here’s our promise, if we can’t provide you an executive coach that both you, and your leader like, we’ll give you $500. How’s that?
For the most part, no. But, if you need industry specific executive coaches, then that’s what we’ll provide.
From our empirical data, virtual coaching is easier for everyone involved, and it provides the same return on investment. We can do either though.
You can, but we’ll politely decline the engagement. We’ve found that providing multiple executive coaches to a single leader creates confusion and a lack of clarity.
At the end of the coaching engagement, the coach and the leader will create a Career Action Plan which will assist the leader in their leadership journey once the coaching engagement ends. Questions included in the Career Action Plan are:
What specific actions are you going to commit to doing to maintain the momentum gathered through the coaching engagement that you haven’t already captured?
What were your developmental goals?
What actions did you take to achieve those goals?
What are the next steps in your professional development?
So on and so forth. It’s a tool the supervisor and human resources sponsor can utilize to coach the leader once the engagement comes to a close.
All of our executive coaching engagements include an interview style 360° assessment, a behavioral assessment, emotional intelligence assessment, alignment meetings with the supervisor and human resources sponsor, two coaching sessions per month with the leader, an Individual Development Plan, executive coaching reports, a Career Action Plan, and a Recalibration report of the engagement. Here’s the cost:
6-Month: $18,500
9-Month: $25, 250
12-Month: $32,000
We believe whole heartedly that we can deliver the results you’re seeking, and if we can’t, you’ll be provided a refund. That’s how much we believe in our executive coaches, and our service.
A 360° assessment is a feedback tool where you rate your colleagues on their work-related behaviors based on your experiences working with them. The 360° assessment will collect feedback from the different perspectives such as supervisor(s), peers, and direct reports.
360° assessment provide a substantial amount of information. They are helpful in identifying strengths and developmental opportunities for leaders. 360° assessments can provide targeted information about leadership behaviors in relation to leadership competencies. The behaviors that you rate your colleague on will be directly related to the competencies and beliefs that are important for successful leadership behavior in your organization.
The 360° assessment is completely un-related to the participant’s performance appraisal process. This is a developmental tool that provides feedback on how others see the participant in their work environment to allow them to reflect on where they can further leverage their strengths and work on their developmental opportunities to maximize their leadership potential.
Research shows that feedback from multiple sources is most effective when it is used for developmental reasons, which is why this process is considered separate from their performance appraisal process.
It is likely the participant will look for themes to generate their development plan. Themes can be found across both the numeric and open-ended questions. Often the responses are blended from both these sources to give a fuller perspective on the entire meaning of the feedback picture they have been provided.
Participants may validate their feedback by sharing their report with their supervisor and discussing their learning points with him/her. By discussing what they received in this process, they can gain greater understanding of new perspectives of what their feedback means and generating more thorough and complete understandings of what next steps make the most sense for them in their role.
The 360° assessment will provide numerical ratings on several different behavioral statements. It will be up to the leader to interpret why the ratings fell where they did. It will be important to search for examples in their environment to substantiate unclear or surprising ratings. If the leader disagrees with some of the ratings, then they may talk them through with the others for a greater understanding of why others might perceive them differently than they see themselves. Remember, though, that the feedback was collected anonymously, so the purpose of follow up conversations is for them to further their understanding of the information as opposed to finding out who rated in which way.
Unlike any other standalone 360° appraisal system, 360°Conversion is designed to provide a completely comprehensive insight into your leader’s performance, remove barriers to feedback and ensure lasting performance results by utilizing the leader’s support system which include their supervisor and human resources sponsor. Here’s how:
In addition to the 360° assessment, we offer three additional executive coaching sessions to assist the leader in their journey.
Session #1:
The executive coach provides the leader the 360° feedback and with that information, start creating the leader’s Individual Development Plan.
Session #2:
The leader and executive coach finalize the Individual Development Plan.
Session #3:
The leader, executive coach, supervisor, and human resources sponsor meet to confirm and commit to the leader’s Individual Development Plan. As the executive coach exists left, the supervisor and human resources sponsor have a plan to help the leader achieve their goals.
$6,800
Team alignment is used to describe how employees, teams, and executives of an organization share a common goal.
Collaboration and transparency between team members aid in enhanced efficiency and work performance.
With greater alignment, the success rate increases. Such alignments have many benefits which include:
Better understanding between team members
Coordination and communication enhances
Trust among team members increases
Boosts creativity and performance
High morale rate in teams
The efficiency of teams improves
A blend of team development and strategic alignment, DVELUP’ TEAM CALIBRATION shifts your team’s focus from that of a group of individuals to a highly aligned, high-performing team.
DVELUP facilitate a gap analysis by examining the current state and the desired state of the team and organization. Where appropriate, we will also share and create a dialogue around the characteristics of a high-performing team.
Once the participants identify gaps, we will facilitate an action planning segment where the participants will prioritize and tie accountability to each action step.
There are three phases in DVELUP’s TEAM CALIBRATION
Phase one of DVELUP’s TEAM CALIBRATION includes the ASSESSMENTS, DATA COLLECTION, AND DIAGNOSIS.
The deliverables are as follows:
PROJECT PLANNING:
DVELUP will partner with you organization at the initial phase to confirm expected objectives for the engagement and timeline.
PROCESS & EXPECTED OUTCOME:
Your dedicated DVELUP project manager will provide a project schedule and plan as well as communication templates to distribute internally, where applicable.
ORGANIZATION & LEADERSHIP TEAM ASSESSMENT:
These pre-session interviews aim to identify the degree of alignment around strategic objectives, the level of team and organization functioning & barriers to success.
PROCESS & EXPECTED OUTCOME:
Based on the objectives of the session, DVELUP will schedule and conduct pre-assessment will conduct pre-session interviews with each member of the leadership team. The interview questions will be shared prior with the CEO and Human Resources sponsor for approval prior to commencement of the interviews.
SUMMARY OF FINDINGS:
Interview summary report delivered and key areas of focus identified.
PROCESS & EXPECTED OUTCOME:
Your DVELUP delivery team will gather interview data, conduct analysis and present a report of findings of key strategic business and team challenges.
PROPOSED AGENDA:
Customized agenda to build your organization’s DNA and business and team’s challenges.
PROCESS & EXPECTED OUTCOME:
Your dedicated DVELUP delivery team will schedule a call or meeting with you to debrief the findings of the organization and team assessment. Based on the objectives outlined during the project planning meeting and the themes discovered during team assessment, DVELUP will provide our proposed agenda for the two-day facilitation. Through discussions and feedback, we will edit and provide a finalized agenda.
Phase two of DVELUP’s TEAM CALIBRATION is the FACILITATION. The deliverables include:
STRATEGIC INTENT OF YOUR ORGANIZATION:
Present and discuss the future strategy of your organization in order to drive clarity and movement towards strategic alignment.
PROCESS & EXPECTED OUTCOME:
DVELUP’s facilitator will partner with the CEO to present 18 month-3 year vision and strategy for your organization.
MISSION AND VISION REVIST:
Assess your organization’s unique value proposition, and gain alignment on mission and vision of the organization.
PROCESS & EXPECTED OUTCOME:
DVELUP will facilitate a discussion and process whereby the team will assess, refine and define your organization’s Mission and Vision.
CURRENT VS. DESIRED STATE OF ORGANIZATIONAL & TEAM PERFORMANCE:
Assess barriers and opportunities to optimal performance. Conduct an external scan of the market and evaluate organization life cycle.
PROCESS & EXPECTED OUTCOME:
DVELUP will facilitate a gap analysis through reviewing the interview results and assessment of internal and external drivers and enablers of optimal performance.
STRATEGY DEVELOPMENT & ALIGNMENT:
Strategic framework and priorities generated.
PROCESS & EXPECTED OUTCOME:
DVELUP will facilitate a process through group discussions and activities to better align the team around strategic opportunities. A high level strategic framework will be developed as the team drafts goals and priorities to meet the strategy while assessing how to structure, systems, skills, shared values and staffing needs.
TEAM FUNCTIONING:
Move as a high-performing team toward organizational alignment.
PROCESS & EXPECTED OUTCOME:
DVELUP will outline and explain the model of a high-performing team. The team will assess the current stage of their own team functioning and how the team will improve their own performance in order to achieve strategic goals.
EXECUTION:
Move as a high-performing team toward organizational alignment.
PROCESS & EXPECTED OUTCOME:
Once the team has aligned on strategy and identified barriers to success, DVELUP will facilitate a process whereby key priorities are identified and an executive plan developed in order to achieve strategic objectives. Members will be assigned and be held accountable to items on the action plan.
Phase two of DVELUP’s TEAM CALIBRATION is the FOLLOW-THRU. The deliverables include:
FOLLOW-UP: Evaluations, consultant observations and recommendations to drive strategy implementation.
PROCESS & EXPECTED OUTCOME:
After the two-day session, your DVELUP delivery team will schedule a debrief meeting. At this meeting a follow up report detailing consultant observations and recommendations will be provided to ensure successful alignment and execution of the strategic plan.
$30,000
Leadership development is the process which helps expand the capacity of individuals to perform in leadership roles within your organization.
25
We can customize everything to fulfill your needs.
3.5 Hours
$4,500
Multi-method, comprehensive and flexible, transformative (not training), rigorous, aligned with your organizations competencies and industry competitive environment. (Mckinsey & Aegon Zender, 2011).
To engage and develop the “emerging executive leaders” making your organization a winning, great place to work, with a culture of development.
To both enhance leadership acumen and to develop consistent language and methods for business process and people leadership.
Protects from the downside of poor leadership
Cultural impact with common language and practices
The assignments are linked to your existing systems and infrastructure to lead to culturally-relevant learning
Creates an awareness of how skills learned in the classroom apply to real-world problems
Understanding of how leveraging strengths of peers and developing cross functional relationships can drive organizational goals
Catalyst for positive cultural change through leadership action
Developing senior leaders is different than ‘training
Integrated with Action Learning Projects
Experimental exercises
Based on adult learning theory
Focused on peer learning for fast access to culturally relevant best practices
The foundation of the program is based on best in-class materials and we deliver them in a digestible and impactful way. Our engaging approach/instructor led sessions and use of tools that gauge for measurable results that provide sustainable change for your leaders and your organization
INDIVIDUAL:
Develop executive presence and leadership acumen
Increase, leverage and scale leader’s impact throughout the organization
COHORT:
Greater networked peer learning
Shared learning experience where leaders can draw from each other’s knowledge and experience
ORGANIZATION:
Create a culture of consistent language and practices around leadership
Apply leadership techniques to strategic objectives to drive execution of your organization
DVELUP measures its ROI bu following Kirkpatrick’s model of levels of evaluation:
LEVEL 1
Assess the satisfaction with the instructor at each module through evaluation surveys
Conduct a program evaluation at the conclusion of the program
LEVEL 2
Assess impact on the participant’s behavior through completion of assignments used to drive leadership behavior (e.g. goal-setting and cascading, coaching) as well as Action Learning Projects to drive key strategic organizational objectives
Pre- and post-program behavioral assessment(s) and feedback from participant’s supervisor are also utilized as metrics for measurement
LEVEL 3
Assess the organizational impact of the cohort performance and impact of culture over the course of the program.
Mini 360 with participant and participant supervisor is conducted towards the end of the program
Program evaluation and feedback is from participant, supervisor, human resources sponsor and executive team at the conclusion of the program
Cohort effect assessment
$18,500 for a minimum of 15 participants
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