EXECUTIVE COACHING
Our mission is to help successful leaders
Our research is clear; if leaders receive feedback, follow up and then involve other targeted individuals, they get better.
Our mission is to help successful leaders achieve positive, measurable, lasting change in behavior; for themselves, their people and their teams.
- True long-term change requires discipline over time and process management
- By involving a limited number of key stakeholders, the value of the coaching process can be increased exponentially
- Targeted behavioral competencies include; Delegation, Directing Direct Reports and Others, Managing and Measuring Work, Organizing, Priority Setting, Building Effective Teams, Time Management, Strategic Agility and Work/Life Balance
Engagement Overview
And ownership of his own progress, while trusting the coach to be there with all necessary support and expertise.
To the pace and direction of the journey. It is within his realm of responsibility to set the ground rules, collect the necessary data, assess, analyze and process the information, define the right action plan, push or prod accordingly, monitor progress, adjust approach and ensure the desired change.
The results-driven nature of the coach-coachee relationship requires clear ground rules to operate effectively; confidentiality, reporting, methods of information gathering, objective setting, progress measurement, contact method and frequency and ending the engagement.
By focusing on behaviors and measurable outputs instead of personality traits and characteristics, the coachee can move toward creating lasting impact.
The final month’s interaction centers on the final collection and report out of targeted metrics, possible developmental next steps, additional peer-coach arrangements and contract termination or extension.
On-boarding Coaching
Prior to or just after promotion coaching services are designed to strengthen candidate’s competency in inspiring and motivating others, working with people, understanding customers, taking action and driving organizational results.
Structure of Process and Objectives
Professional Bio, Resume or CV, Job Description, ‘Management Readiness’ Assessment and Post-Testing Feedback, Current ‘Calibration’ Data, Departmental Mission and Goals, Performance Targets, Personal Expectations or Development Planning, Immediate Team Staff Directory.
First month’s interaction, with 3-touch minimum and Forte Profiling. Number and frequency of sessions TBD, and planned and arranged for select content via phone, SKYPE and email. Specific coaching goals to be set and documented, with publication as appropriate and approved by Coachee.
Coach will document interactions via email to Coachee only (further distribution is up to Coachee).
Approximate 4-month coaching exchange, averaging 2-4 calls per month, targeting personal effectiveness and development in relation to ‘people and process’. People-centered coaching might include help with subordinate staff, superior staff, peers or customers.
Process-centered coaching might involve getting things done (how and through whom), managing the numbers, decision-making and conflict management. Coach will arrange for further peer-coaching, if desired, to support some company or ‘product’ centered objectives.
Final month’s interaction centering on collection and report out of targeted metrics, possible developmental next steps, additional peer-coach arrangements and contract termination or extension.
Coaching From The 'Inside-Out'!
By focusing on the 3 crucial and foundational variables the Fuel & Fit program develops resilient executives.
The foods that you put into your body
The movement you engage in on a daily basis
How you take care of your self and therefore get better each day
Practitioner of applied behavioral science
One who brings art or science to full realization; a person engaged in the practice of a profession or occupation; advocate, champion, interpreter.
Don Brown is a practitioner of applied behavioral science. Whether partnering with Anheuser-Busch in the development of their distribution leadership, supporting Maquet Medical Systems in their efforts to grow customer contact effectiveness, or building leaders for Fifth Third Bank – Don applies simple human truths to organizational challenges.
Consider for a moment Gladwell’s “10,000-Hour Rule” in relation to practice and mastery. Mr. Brown has over 60,000 hours of experience in the art and science of helping people with people. Add to that years of applied experience in professional association with the likes of Paul Hersey and Marshall Goldsmith, and customer relationships of 5, 10, 20 years and more. Writer. Producer. Account Director. VP and General Manager. Entrepreneur. Don Brown has honed his craft in partnership with leading global organizations across dozens of industries, from line level to C-level.
Today, Don partners with specific practitioner affiliates to provide you every competency it takes to help your people with people; The Center for Leadership Studies, Logic2Performance, BigSpeak, Training Industry Inc, Todd Durkin Enterprises, Forté Institute, Assessments Plus, Howard Morgan’s Leadership Research Institute and McGraw-Hill Professional.
The result? Again, simple truths. Don Brown now approaches every customer opportunity with concepts that are easy to understand and use – and that conform to client reality, to indisputable fact.