We undertake a large amount of executive coaching work for clients. This ranges from one-off assignments to help individuals and organizations manage termination or redundancy, to coaching assignments with senior executives and senior teams.
In this particular assignment we were approached by the HR director to coach their managing director for the EMEA business. As part of this assignment we observed the MD in a board meeting, in his meetings and used a range of psychometric assessments to help build a picture of his current competence and his preferred styles of engagement. These insights formed valuable information which we used in our case conceptualization; containing our assessment and our plan. We agreed the coaching plan with the executive and work with him over the year to progress the elements e had jointly identified.
Like many similar senior coaching assignments we take the view that 6 to 12 coaching sessions provides sufficient challenge and input. After 12 months our work with this individual came to an end, but this was not the end of the story. A year later we received an email from him, to let us know he was moving to the US to take up a promotion to the chief operating officer role in the New York office.