The Methodology

The value of executive coaching is defined by the actual results you see — and how long the impact lasts. The goal is permanence. You experience a shift:  a different way of thinking, which leads to a different way of doing. My approach is built on the foundation of the Co-Active® Coaching model, with a custom-frame designed for each engagement based on the leadership challenge(s), and the selected elements we mutually agree to include in the scope.

Typical Elements of an Executive Coaching Engagement

Engagements tend to average a duration of 9 months with a span of 3-18 months, depending on the scope of desired outcomes.  Most engagements during these COVID-times are built on the bedrock of weekly zoom meetings that address specific elements of the leadership challenge(s), and punctuated with daily “coach challenges” for 15 minutes a day (3 minutes at a time, 5x a day.)  In some cases 3-6 months may produce sufficient results, if the scope of change is specific to just one growth area.

While weekly 1:1 sessions fuel desire for the vision and foster accountability, the supplemental daily smartphone “coach challenges” connect clients to fresh focus and energy — like an electric vehicle to a charging station.  At the end of each weekly session, clients return to their role refreshed, refocused, and ready.  Re-energized by the “Where” and “Why” of the journey, with a fuel-cell in reserve to power through what’s important and what’s NEXT on their agenda for the coming week.

Many engagements begin with a 6-week burst to accelerate fitness, then ease into a routine for the duration of the coaching engagement to sustain the new greater-fitness level. Learn more about this habit-shaping component of NEXT’s coaching, “Executive Mind Fitness”, and what 15 minutes a day can do for a leader.

To rapidly generate powerful insights from which to create development plans, I use assessment tools that we’ll select together based on what seems appropriate to each engagement. For example, a CFO Readiness Assessment, Self-Sabotaging Behaviors Assessment, Myers-Briggs Type Indicator, DiSC, StrengthsFinder, Driving Forces, or a 360 Review tool that provides clear and simple insights — including a snapshot Before and After. My 2 favorite 360 review tools are the “Leader’s Versatility Index (LVI)”, and the 5 Leadership Practices (LPI tool), illustrated below.

To elevate progress to significant breakthroughs, I hold executives accountable, and measure their progress both before and after the coaching experience on the 5 Leadership Practices (for engagements that are longer than 6 months).

• Pre-engagement

• Mid-point

• At end of the engagement

• 3 Months after the engagement

For sponsor updates, I typically require that meetings include both the CEO and/or private equity partner as well as the client executive, to foster both communication and trust in the triad relationship.  Updates are scheduled either monthly, bi-monthly or quarterly. See case studies for samples of outcomes.

Organizations measure what matters and the same should be true in coaching.

1. In my experience, the toughest — and best — metrics to evaluate an executive’s performance improvement is measuring other people’s shift in their perception of the executive. (When change happens, the executive demonstrates this change before it registers with others. Therefore, others’ acknowledgement of improvement is the ultimate metric.) 

   This is measured with a 2nd 360 Re-Assessment 1-3 months after the end of the engagement, inviting the same individuals to respond as those to participated in the Baseline 360.

2. In addition, we will identify what ROI metrics the sponsor and client think are relevant.  See further below under the Value Proposition.

I ask coaching clients to involve co-workers, colleagues, supervisors, direct-reports, and external partners in gathering examples of habits and behaviors that work for and against performance. I also ask them to actively discuss what changes they are experiencing during the coaching progress with their constituents.  This creates accountability to those who share a vested interest in the executive’s long-term development. See what others say.

According to an International Coach Federation Global Coaching Study, the median company return was reported to be 7x with almost one fifth of respondents reporting an ROI of at least 50 times the initial investment.  Hmmm.

I like to be conservative. Before an engagement letter, I work with the Sponsor to identify metrics and associated $ value resulting from a successful engagement.  My goal is to define an ROI that’s between 4x – 10x the investment in coaching.  While there’s no guarantee — it’s up to each leader to follow through on commitments in between coaching meetings, demonstrating growth directly to the Sponsor — aiming for a tall ROI allows for plenty of breathing space. “Aim for the moon. Even if you miss, you land among the stars.”

It’s Time.

Because if nothing changes… nothing changes.

Return on Investment

We define a plan together, to measure the ROI for executive coaching.

Clients and sponsors value executive coaching at a median of 6 times the cost of their investment. What will your ROI be?

What service level is right for your specific situation? Call 855-924-7600 for a discovery session, or click CONTACT.