Our work has proven that CEOs receive tremendous value from trusted relationships with a coach outside of their organization. Our CEO coaching method leverages this “outside insight” approach to executive coaching.
Outside coaches can be especially helpful in the following areas, which are particularly intense for the executive at the top:
Ongoing Culture Change — Without the clarity of outside insights, the continuous need for culture change in response to ongoing financial, market, and supplier changes can seem overwhelming to the CEO.
Team Development and Collaboration – The CEO must fashion a collaborative environment, yet senior executives sometimes have little interest in collaboration, believing that they have risen through the ranks because of their own fierce independence.
Organization Development and Transparency – All too often, the truth of what is happening within the organization is so highly filtered by the time it reaches the top that the CEO gets a distorted view of what is really going on.
Succession Planning – When several senior executives vie for a top job as the consummation of their ambitions, the CEO must manage those ambitions.
Transition – When CEOs eventually need to move on, they often have mixed emotions about the change and may need to radically reframe their self-perception and priorities.
Whether you are CEO of a fast growing start-up or dot.com, or head of a fast growing unit of a larger enterprise, our work with CEOs indicates that these are the questions you need to ask:
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Is my expenditure of time making best use of my capabilities and the priority needs of the business? Or do I need to change the way I spend my time? |
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Am I trying to grow too fast – sacrificing quality, people, products, customers, investors, supporters? Do I need to create a more flexible plan? |
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Am I still in touch with the issues that employees and customers are facing? What can I do to stay in touch? |
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Am I attempting to hold on to too much control? How can I make the best use of the leadership capabilities of others? |
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Are my vision, values and strategy being communicated throughout the company? How can I ensure that this happens? |
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Where might I need more structure, standards and procedures to manage and maximize the benefits of growth? |
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Am I allowing original loyalties to stand in the way of what is best for the business? Do I have the best talent available to grow the business and be successful long-term? |
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How is the original purpose of the company shifting? Should it shift? |
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Do I still feel passion for the work I am doing, or is it time to turn elsewhere? What really ignites my interest, and how can I find it in my own company or elsewhere? |
