Top Reasons to Hire a Coach

According to a recent Harvard Business Review article -

1. Develop high potentials or facilitate transition - 48%
2. Act as a sounding board – 26%
3. Address derailing behavior – 12%

Rob VeVerka
http://toplevelcoaching.com

Emotional Intelligence – Free debriefing

On a previous post, I mentioned that I’m very enthusiastic about Emotional Intelligence. It’s so powerful.  The more I learn, the more I discover it’s potential to turn average performers into top performers.  Last month, I took the plunge, and got certified from Hay, to administer the ESCI 360 tool.  Now I need some experience with execs or high potentials.  Perhaps you know of someone who would like a nearly free 360 EI assessment in return for some feedback on my coaching and debriefing process.  I’ll just charge you my costs and you’ll get the assessment and coaching.  Feel free to contact me at rob@toplevelcoaching.com

Rob VeVerka
www.toplevelcoaching.com

 

More executive coaching for top performers

Coaching used to carry a stigma because it was more frequently directed at problem employees. Today, it’s more likely a sign the employee is on the fast track, and the organization is serious about raising performance levels and developing talent, according to a global study of 1,030 managers and executives commissioned by American Management Association (AMA) and conducted by the Institute for Corporate Productivity. Here are some of the study’s key findings:

When asked about the groups their organizations coach, 60 percent of respondents say coaching involves high-potential employees to a high or very high extent, and 42 percent say the same about executives. By contrast, 37 percent say they coach problem employees to such a high extent.

Respondents from organizations that use coaching more now than in the past are more likely to report two kinds of advantages: They are more likely to state their organizations have higher levels of success in the area of coaching, and they are more likely to say their organizations are performing well in the market.

The study finds that raising individual levels of performance is the No. 1 reason for using coaching, and that using coaching for this purpose is highly correlated with the success of coaching programs.

Sending potential coaches to external development programs is more strongly correlated with overall coaching success than more internally focused methods. Yet, those external programs are less commonly used, suggesting strong consideration needs to be given to using external coaching programs to enhance internal results.

Rob VeVerka

www.toplevelcoaching.com

 

Turning Average to Exceptional

In an effort to expand my coaching tool kit, I’ve just been certified by the Hay Group to administer and coach Daniel Goleman’s ESCI, which measures Emotional Intelligence (EI).  I have done my homework, and I’m convinced that this is a powerful, effective, and valid tool with a big payback. I think it was well worth the time and expense to get certified from Richard Boyatzis at Case Western Reserve, who is Goleman colleague and partner.  He made a very compelling case for EI and discussed many high-profile companies he’s working with and getting big results. 

During the past five years a number of new EI studies by Goleman, Boyataiz and others have shown significant increases in performance in many functional areas.  The concept and tool (ESCI) measure the differences between average and top performance.  If you have done any reading on Emotional Intelligence (Daniel wrote the book.), you may agree that outstanding performance is often not because of a person’s IQ or technical competency. Goleman has proved beyond the shadow of a doubt that EQ can predict success and that you can increase your EQ and effectiveness.   

I need some experience working with this tool and coaching participants. I’ll do the survey and coaching process for the cost of the instrument.  You can reach me at 513.772.5115

Rob VeVerka
Top Level Coaching
http://toplevelcoaching.com

 

Executive Leadership Coaching: Why Development Programs Fail.

Executive Leadership Programs Fail without Coaching

Corporate leadership development programs begin with lofty aspirations, but they often run the risk of coming up short. And according to BlessingWhite, a global consulting and training firm, discovered several themes when taking a closer look at why these sorts of programs fail. (article)

 “The Bored Leader” talks about many of the pitfalls of classroom-based training and why one-on-one coaching may be an alternative for many executives and leaders who need development.

Many of my coaching clients are asking me to design a custom executive leadership development program designed exclusively for their executives. 

Rob
http://www.toplevelcoaching.com

 

Posted by Rob