"The task of a leader is to get his people from where they are to where they have not been." -Henry Kissinger

The challenges executives must face to create successful working relationships are as individual as they are. Executive Coaching helps leaders to build upon their already substantial strengths, as well as to uncover additional developmental opportunities.

We begin by establishing a baseline using Harrison Assessments to determine the primary opportunities. A program is then custom-designed that incorporates both milestones and progress evaluations.

The coach may function:

1) As a sounding board and confidant for a CEO or senior executive.

2) As a performance coach for senior executives who are under pressure to correct deficiencies.

(Example: technically-competent managers who are unable to lead or get along with others.)

3) As a developmental coach for fast-trackers and high-potential performers whose promotions may have outpaced their opportunities to acquire necessary management skills.

The coaching generates a cycle of self-awareness and behavioral change. First the coach establishes rapport and builds trust. The feedback that follows is both frank and diplomatic, allowing the client to hear and understand it from both a professional—and personal—perspective. In the final phase of coaching, the client learns the skills needed to integrate that feedback and achieve desired goals.