The Center For Leadership Excellence

Research indicates that most leaders want to improve their leadership skills; want training or a coach to help them improve their leadership effectiveness but few are receiving the support they need.  A recent study by the Stanford Business School found that:

Nearly two-thirds of CEOs and/or leaders don’t receive coaching or leadership development.
   
Paradoxically, nearly 100 percent said they would like coaching to enhance their development.

 

OUR SERVICES

 

 
 
 


 

OUR UNIQUE PROGRAM: HOW WE DO IT 

At The Center for Leadership Excellence, all of our coaches utilize “best practices” coaching methodology. It includes: 

THE COACH 

Critical to the success of the program the coach must be a confidential trusted advisor; knowledgeable about women leadership issues; a sounding board to express ideas, but a person who will not be afraid to challenge assumptions.

IN DEPTH DISCOVERY PROCESS 

We meet with the participant to clarify objectives and conduct a “deep dive” into their career history to best understand factors and experiences that have contributed to their current success. 

DEFININING SUCCESS AND MEASURABLE OUTCOMES

The coach works with the leader and the person to whom they report, to identify quantifiable leadership skill enhancements necessary to improve leadership effectiveness…how we are going to measure “success”.

ASSESSMENT AND ANALYSIS

Assessment tools are designed to gather data critical to predicting leadership effectiveness and are aligned with required business competencies; provides base line data of where the leader is today against how we will measure their leadership skill improvement and serves as a “roadmap” for the remainder of the coaching engagement.

ACTION PLANNING

In collaboration with the leader and the person to whom they report, the coach helps her create a developmental action plan aligned to business goals. The plan outlines relevant, agreed upon action items the leader will undertake to help ensure achievement of success and measurable outcomes. This straightforward approach does not require significant amounts of time. 

A SCHEDULE OF COACHING MEETINGS

Meetings with the leader being coached, take place on a regularly scheduled basis to maintain accountability. Initially these meetings occur more frequently in the early stages of the engagement and approximately every 2 to 4 weeks thereafter.

METRICS – ACCOUNTABILITY – MEASURING SUCCESS:

Each quarter during the coaching engagement, the leader being coached and the person to whom they report, will receive a comprehensive summary report of the success and work completed. At the end of the first year, a comprehensive assessment of leadership behavior and skill improvement is generated from key stakeholders. We expect to be held accountable for results that include “leadership skill improvement measurements” that are as quantifiable as a financial statement. You can expect the results of these programs will positively impact the performance of your business.

For more information contact Patty Prosser, at 317-264-4178 or at pprosser@cciindy.com