Executive Coaching
Our action coaching solutions are grounded in principles outlined in the book Action Coaching, by senior partners David Dotlich and Peter Cairo. We are the only firm to offer a unique combination of action learning, expert consulting, leadership-development planning and assessment, executive dialogue, and one-on-one action coaching.
We offer a comprehensive six- to twelve-month executive action coaching relationship with one of our consultants designed to achieve maximum results. The process includes monthly face-to-face meetings with interim phone followup, individual assessments, and interviews with key individuals that are compiled into a comprehensive report with guided feedback. Executive action coaching engagements may focus on one of the following areas:
- Development acceleration of high-potential leaders and executives: As part of the succession-planning process, a number of high-potential candidates are identified and assigned to coaches for an intensive development process. This includes assessment and identification of a leadership challenge
- Transition coaching: We assist individuals in such transitions as new assignments, building a leadership agenda, developing a strategy for initiating a new job or course of action, building peer relationships, taking over a new team, or working with a new boss.
- Development of specific skills: Typically a company identifies a strategic direction or skill set – such as succeeding in a global matrix, working cross culturally, or improving cycle times – that is required among executives, and we work with leaders in these identified areas.
- Performance improvement: We respond to an identified development need, such as improving interpersonal relationships, increasing retention, or enhancing a set of skills in advance of a promotion.
Another option is group action coaching: Senior executives embark on a six- to nine-month coaching engagement, where groups of coachees participate in executive action coaching and come together as a team throughout the program to share what they learn. This approach can:
- Increase executive/sponsor commitment to the coaching
- Increase focus on business outcomes and results
- Take advantage of peer coaching and support
- Identify group development needs
- Signal commitment to coaching and expectation of success
Experience
Contacts
Delta Organization & Leadership
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