An overview of the philosophy

Executive coaching, as handled by Partners In Excellence, LLC is dedicated to helping executives improve their performance and increase their impact on their organizations by helping them understand themselves and others better. It's accomplishable but to achieve it requires a commitment from everyone involved.

Effective and long lasting executive and leadership development is not a quick fix or off the shelf program. Learning doesn't take place overnight. Personal development is a lifelong process and it takes a commitment in lifelong learning. Relationships with an executive and/or their team may span six months to a year or more. There is no set curriculum. Instead, you are provided with a highly individualized and customized process that's tailored to fit your specific needs and with consideration for the organization you are working within.

The process is based upon years of work with a wide array of industries and a dedication to the practical application of the most reasonable methods of organizational and executive leadership development.

The approach is a collaborative one. We don't do things to executives, we do things with them. We work as partners to design the process around their life, work environment, personal challenges and their organization's needs. Every meeting, every discussion, every e-mail, and every phone call is made with the singular purpose of helping the executive discover the keys that will make them more fulfilled and more productive in their work and their life.

Executive coaching really is based upon the athletic model of coaching, and as such, there is a lot of observation and interaction and direct feedback about how movements are evaluated. It is important to help executives understand their game; once they understand the game they're involved with, it's much easier to play. Playing without expert coaching is exhausting and frustrating.

Through personal insight and learning techniques to have greater insight into others alongside gaining additional intellectual information about business, organizational structure, group dynamics and human behavior, the recipients of solid executive coaching learn how to be comfortable in their executive position and learn how to turn a negative scenario into a learning opportunity where win-win outcomes are possible. This approach helps you cut through the clutter in order to see and act more clearly and with greater purpose. As a result, you become tuned into the needs of those around you. You also develop an additional set of skills to assess the needs of the organization and then move forward to get them met appropriately.

This approach builds executive leaders. Some think leadership is a mastery of how they're perceived. Others think it's a mastery of their ability to forge relationships and alliances. Still others think leadership is a mastery of technical issues or products, while others think it's the ability to impart values, behaviors and attitudes by managing human resources effectively. All of these are useful and necessary but leadership is something that comes from within.

Leadership is a relationship between people that's based on emotions and communications. The ability to deal with one's emotions and the ability to communicate one's thoughts and feelings are internal processes - and processes that we address in our work together. By tailoring the approach to each individual executive, each executive comes to learn to see things they could not see, hear things they could not hear and think things they could not think and once they do, they're able to do things they've never been able to do before.

When executives are able to think and act more clearly and with greater purpose and courage, they become more authentic as leaders and they’re able to impact the performance of the organization. They’re able to influence the organization’s culture as needed because they understand something vital about the people within the culture. When times arrive that there is a need to effect change in the culture, an effective leader can positively influence how others believe and think about their work, and make clear what they expect of each other and their relationship to the organization.

Successful leaders help others become more effective, which provides the greatest impact possible on an organization. No organization sustains bad leadership indefinitely; indeed, when attrition rates are continually high (or threats of attrition are ongoing), there will be a strain on morale, productivity eventually slows and the organization suffers whether it is in a service or manufacturing industry. The worst kind of leader is the one who fails to recognize that their greatest obligation is to their employees, that is who their followers are. Without the employees, there is no need for the leader and hence, what then is the function of the business?

The first step in becoming truly effective as an executive and as a leader has already been taken by you because if you are reading this, you’re willing to explore your own self and the ways in which you impact and are impacted by others.

Now, onto what we propose we consider as a first step.

To Begin:

The very first step is for us to arrange a time to sit down and talk, face to face, away from the workplace. We can meet over a meal at some location where we can have some comfortable time. We ought to spend about two hours to do this.

Secondly, our time is yours. We are at the disposal of all of our clients but especially coaching clients and therefore we work with your schedule and your needs. If we are absolutely unavailable for some period of time, we will let you know.       

The essential part of conducting coaching from afar, which is our scenario, is to have the lines of communication open so that we can see what is happening on a daily basis. Each day is rich with information. Therefore, e-mails and memos are important for to view. You can forward or fax them. However, it would be wise to pay close attention to whether or not e-mails ever get monitored by your employer. We need to find out; monitoring is much more common than most employees realize.               

We ought to have conversations across the week, even ones that are brief updates. A regular 5 or 10-minute call can give rich information about your state of mind in the midst of your hectic schedule and can help us put strategies in place for you. Contrary to popular belief, not all of our connects are intense. Sometimes we’ll simply be listening, with feedback later.

You are a client; we will send you key materials to read and explore in a variety of formats and we’ll use them as tools to help you reach your goals. We’ll determine together if psychological assessments are going to be of value to you; it’s your choice.

Time and money:

The minimum number of hours we have found helpful to devote is 5 per week. This includes everything; you pay for our time and expertise. The maximum number of hours is 10.

We recommend begining with 5 hours for a 3-month trial and determine some outcomes and specific strategies when we sit and talk. The hourly fee is $250. per hour.

                                                                  Primary Services