Intensive, one-on-one training
Our 360º Coaching service offers an intensive, one-on-one learning experience to help a person improve his or her skills in negotiation, communication and/or conflict resolution.
360º Executive Coaching is a service that can benefit individuals in any size organization and at any level of seniority. It is frequently selected as the service most appropriate for mid- to senior-level executives – partners, managing directors, portfolio managers, executive committee members, and department or division leaders – where an improvement in that senior person’s performance will have a dramatic impact on the organization’s overall success.
The process typically begins with initial conversations with the coachee and with his/her manager to determine the learning goals for the coaching process. Then, the coach will interview a number of the coachee’s colleagues, including managers, peers, subordinates and others, to solicit feedback about the coachee.
The feedback is synthesized by the coach, who identifies the key themes and shares these with the coachee and the coachee’s manager. This feedback provides the roadmap for subsequent one-on-one coaching sessions between the coach and coachee. The goal of the coaching sessions is to help the coachee understand and internalize the feedback, and to work on improving skills in areas of weakness.
Here’s how coaching can help you:
Cliff* was a talented investment banker being groomed for promotion. His understanding of the financial markets was superb, and both clients and his managers loved him. The problem was his employees – they couldn’t stand working for Cliff. He was direct with his staff to the point of rudeness; he criticized them mercilessly, but never gave praise; and he was constantly pushing his team to work harder and get their assignments done quicker. Indeed, many referred to him as “the manager from hell.”
Cliff had discussed the possibility of a promotion with his manager, and intimated that he might leave the firm if he wasn’t able to advance. His manager was in a bind. Losing Cliff would be a real blow to the bank. But promoting Cliff given his management style could lead to other employees leaving, and would damage the working environment for everyone on Cliff’s team.
The decision was made to offer Cliff 360º coaching. After meeting with Cliff and Cliff’s manager, the coach interviewed a number of Cliff’s clients, peers and direct reports. The themes from these interviews were distilled into a report that was shared with Cliff, and the message was clear: everyone appreciated Cliff’s talents, but he needed to find a more gentle way of communicating, particularly with subordinates. At first Cliff became defensive, and denied the feedback. But with the coach’s help he was able to absorb it, and ultimately recognize that by changing how he communicated he could still push his team to excellence without alienating them. And over a period of months he worked intensively with the coach one-on-one, learning to become more aware of how he was impacting others and practicing alternative ways of giving feedback or interacting with subordinates.
Ultimately, Cliff was able to improve as a manager, and to find a way of communicating that was both authentic and constructive, and went on to become a successful manager at this firm. Retaining Cliff as an employee translated into hundreds of thousands of dollars in saved costs of replacing Cliff, as well as an improvement in morale and productivity in the team that worked with Cliff.
*names and details have been changed to protect privacy