How We Coach

Individual Coaching

CCG's individual coaching provides one-on-one custom leadership development opportunities for senior managers and executives. Our coaching framework ensures that the coach establish a sound and constructive relationship with you. The coach builds on this relationship, supervising the assessment, challenging the participant in a manner that encourages the stretch needed for development, and then supporting the participant to insure positive change.

Coaching Principles

Our coach will act in accordance with the adapted ICF Code of Ethics. Our Coaches assume the following time-tested Gestalt adult-learning principles and will enact them throughout the coaching relationship:

Learning occurs through examination of here and now experience.
Awareness is the precursor to effective action; awareness leads to choice.
There is an inherent drive for people to behave as effectively as possible. The coach's task is to support the client discover learn this drive.
Growth is facilitated by the interaction of client and coach. The presence of the coach is a critical element.
Growth occurs at the contact boundary, between what is known and that which is unknown or rejected.
Change is the responsibility of the client, not the coach.
Individual autonomy is crucial to healthy adjustment.

These traits are consistent with the coaching orientation. The coach’s orientation is prospective, focusing on goals, untapped potential, and critical success factors in a person who seeks to maximize his or her fulfillment at home and in work. These traits suggest the core of coaching is to support the emergence of an individual engaged in life-long learning. As in all human endeavors, the amount of actual change that will result cannot be guaranteed.

Most Effective for:

Desires a more personal approach to development
Would benefit from a face-to-face experience with a CCG qualified coach
Welcomes the additional structure provided by a one-on-one experience
Is in an organization that recognizes the value of individual coaching
Might use a confidential, empowering, professional relationship to enhance the organization's effectiveness.

Impact of Executive Coaching

Through personal comparisons of experiences before and after coaching most people establish a clear value-added for coaching. Here are a few examples as reported from various business sources:

As reported in Fortune Magazine, "managers described an average return of ...about six times what the coaching had cost their companies."
A study by MetrixGlobal LLC found that coaching produced a 529% return on investment and significant intangible benefits to the business.
An article in Public Personnel Management (Winter 97, Vol. 26 Issue 4, p. 461, International Personnel Management Association) reported training alone increased productivity by 22.4% while training plus coaching increased productivity by 88%.
Research on executive coaching effectiveness, reported in the Manchester Review (2001, Vol. 6, No. 1) showed that companies that invested in executive coaching received an average 500%+ return on investment.
In 2003, the Austin Business Journal reported that 40% of Fortune 500 companies now use professional coaching services.
In February, 2004, it was reported in the Washington Post that a company utilizing coaching gained $3.3 million in 2003 which resulted in a 689% return on the company's investment.

Competitive Edge

Executive Coaching is evolving at a brisk pace. Awareness of the value of providing coaching as a learning tool for executive and leadership development is becoming common. Recent studies reported in Simply Business, February/March, 2005 have shown that 94% of the individuals that earn more than $1 million per year have a personal or executive coach support their development and their thinking processes. To say the least, executive coaching is a competitive edge for senior executives.

Executive Development Coaching

This person-driven model of coaching is a custom-built, one-on-one developmental experience for the upper middle to senior-level executive who is preparing for a greater scope of responsibility or who needs to make a leap forward in leadership capability. Executive Development Coaching provides a complete discovery, alignment, assessment, feedback and coaching package.

Format

A custom assessment package that typically includes personality and style surveys, such as California Personality Inventory (CPI) 260, Myers-Brigs Personality Type Instrument (MBTI Form Q, Step II), and the Fundamental Interpersonal Relations Orientation-Behavior (FIRO-B), 360-degree feedback instruments on leadership and leader emotional competency, and telephone interviews with selected work colleagues.
In-person feedback and goal-setting sessions.
May include a boss-alignment session between the coach, coachee, and the supervisor to cement agreement on developmental goals.
Ongoing coaching utilizing a variety of media that could include: telephone, in-person, video, or on-line contact.
On-site observations - shadowing - can be included in the assessment or coaching phase.

Most Effective for:

Executives who are preparing for a major step up in leadership responsibilities
Leaders who have recently taken a new position with complex challenges
Executives who have made substantial changes in his or her approach to leadership in a new situation
Executives who want to use a confidential, empowering, professional relationship to enhance the organization's effectiveness through leadership

Time Investment

Typically structured to last 6 to 8 months or longer, according to the executive's needs.

The Top Floor—Senior Executives

The executives we work with are extremely competent. With some, our focus is accelerating their development by rounding out some unforeseen flat sides. With others, it is changing conscious and unconscious behaviors that have limited their effectiveness by creating walls where roads should have been built.

The Top Floor is CCG’s gold-standard of coaching , designed specifically for senior-level executives is the most intensive and extended coaching opportunity offered by the Cleveland Consulting Group. This custom designed individually-focused development opportunity offers multiple forms of feedback, direct awareness and self-understanding needed to succeed in an uncertain and challenging leadership environment. This opportunity provides the most comprehensive understanding possible and coaches top leaders in how to make use of it to lead their organizations.

Basic details

Our coaching team, typically, is composed of two experienced executive coaches to provide multiple perspectives and ensure over 40 years of experience to support you. Often, our team will be comprised of a male and female coach to add further dimensions to th coaching
A custom assessment package that may include the California Personality Inventory (CPI) 260, Myers-Briggs Personality Type Instrument (MBTI Form Q, Step II), and the Fundamental Interpersonal Relations Orientation-Behavior (FIRO-B), and 360-degree feedback instruments on leadership and leader emotional competency to provide a comprehensive picture of yourself.
We complete comprehensive in-person interviews with the executive's business associates, family members and friends to provide a panoramic view of yourself. The interviews are conducted and combined with assessment data in a format that brings all the information together to be discussed during an extended feedback session. In this wider picture we can gain greater details that can support the coaching process. Initial reactions are supported and explored, while questions concerning the data are addressed.
We will work closely with you to assess the data and identify the major themes and patterns. The goal is to come to two or three themes or patterns that are inhibiting success. During this meeting, the action plan begins to take shape.
For the next several months you implement the action plan and meet with our coaches for a series of sessions to build skills, measure progress, make any necessary adjustments to the plan, and identify new issues, themes, or patterns as they arise. Coaching consists of discussions, modeling, and skills practice.
We will provide feedback and insights throughout the coaching relationship and continue to adapt the goal-setting to ensure staying on the same page of what can feel like a moving target.
Our goal is for you to develop a self-directed approach to increasing behaviors that serve a more effective leadership role. At an appropriate interval, usually ten to 12 months after the action plan has been implemented, several follow-up interviews and/or multi-rater assessments can be conducted to determine the impact of the coaching.

Most Effective for:

Very senior-level executives: CEOs, COOs, CFOs, CIOs, chairmen, board members, officers and ascending senior executives

Time Investment

Our coaching process typically covers a period of 6 to 18 months. It includes a combination of in-person and telephone coaching sessions, typically monthly or bi-monthly. Shadowing can be incorporated as desired and needed

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