SEVEN Things Your Executive Coach Wants You to Know Kim McKinnon, PhD

The Numbers of Coaching  ONE Client  TWO Partners  THREE Outcomes  FOUR Questions  FIVE Truths  SIX Qualifications  SEVEN Results 2

ONE Client  The Coach’s View of the Client  Capable and competent  Potential to excel  An expert on themselves  A ‘person’ with a number of roles  Accountable and responsible for themselves 3

TWO Partners Client’s Role  Ready for change  Open to feedback  Generates options  Willing to take action  Accepts responsibility 4

TWO Partners Client’s Role Coach’s Role  Ready for change  Open to feedback  Generates options  Willing to take action  Accepts responsibility  Promotes open climate  Offers process for growth  Challenges the client  Ensures actions are specified  Holds client accountable 5

TWO Partners Client’s Role Coach’s Role  Ready for change  Open to feedback  Generates options  Willing to take action  Accepts responsibility  Promotes open climate  Offers process for growth  Challenges the client  Ensures actions are specified  Holds client accountable 6 Outcome of Partnership Priority dilemmas identified Variety of options explored Specific actions designed Progress shared Results obtained

THREE Outcomes Clarity Insight Action 7

THREE Outcomes  Clarity “I became so clear on my priorities that my actions were obvious. I now have a very, very clear focus for my work.” CFO, Travel Services Company  Insight “The assessment we used provided me with information that explained my difficulties. Using the data, we were able to design a plan that allowed me to compensate for my areas of weakness.” President, Global Manufacturing Company  Action “Having a coach to hold me accountable made all the difference. I was able to accomplish the things that I really wanted to do but previously never seemed to get to. I was amazed at how much I got done.” City Manager, Major US City 8

FOUR Questions  What do you WANT?  What have you GOT?  What are your OPTIONS?  What are your ACTIONS? “The Fundamental Four” 9

FIVE Truths  Coaching doesn’t work with everyone  All coaches are not created equal  Clear ‘desired’ results = likely ‘actual’ results  Development takes time – but it doesn’t take forever  Organizational support significantly enhances coaching effectiveness 10

SIX Qualifications  Experience coaching clients in similar roles  Familiarity with the behavioral sciences  Understanding of common business priorities  Completion of a formal coach training program and earned coaching credential (ICF/ BCC)  Clear methodology/ approach to coaching  Success – a track record of excellent work 11

SEVEN Results  Individual results:  Improved senior leadership effectiveness  Improved alignment /teamwork of senior leader team  Lowered leader derailment risk  Development of future leaders  Organizational results:  Increased engagement  Increased retention  Increased productivity 12

Sources:  Center for Creative Leadership  Hogan Assessment Systems  Human Resource Planning  Manchester Review  Harvard Business Review  Philosophies of Kim McKinnon, PhD  Contact: 13