Coaching Programs

Developmental coaching is a key enabler in leadership development, organizational and behavioral change. Yet few companies employ this powerful tool. Implementing a top-down executive coaching program that cascades throughout the organization can quickly produce a sustainable competitive advantage and a proven return on investment.

Coaching – Our Approach

We provide a comprehensive framework for improving leadership effectiveness and developing coaching and management skills. This flexible and sustainable framework provides a catalyst for behavioral change and application of proven coaching concepts that produces tangible results quickly.

Our Executive Coaching helps accelerate performance. We start with a behavioral assessment along with CornerStone’s LeadView360 skill-based assessment. Each leader is assigned a CornerStone Executive Coach who shares insights, ensures understanding of the feedback and helps the leader make realistic action commitments based on the assessment results. Leaders are exposed to key leadership concepts and introduced to our reinforcement tools at our Leadership workshop. 

The CornerStone coach conducts six coaching sessions with Leaders to effectively turn feedback into change by utilizing the Goal Planner and Coaching Planner tools focused on leadership development and effective coaching skills.  The coach role plays and provides coaching “talk tracks” to transfer effective coaching skills applied in the workplace. Executive Summaries for Assessment, Goal Planning and Coaching Phases are sent to the participant’s supervisor.  A hand off call is scheduled between the coach and the supervisor to support, sustain and hold the participant accountable for what the CornerStone coach begins.

 

Coaching Connections: The Catalyst to Organizational and Behavioral Change

Developmental and directive coaching are key enablers in leadership development, organizational and behavioral change. Yet few companies employ these powerful tools. Creating a top-down coaching culture that cascades throughout the organization can quickly produce a sustainable competitive advantage and a proven return on investment. Coaching Connections is level II in CornerStone’s series of leadership development offerings. This program provides a comprehensive four-phase framework for further developing your leaders’ coaching skills and addresses the fundamental reasons why leaders often do not embrace coaching as a development tool on their own -  skill, confidence and accountability. 

Situational Coaching

Provides timely, professional assistance with performance and behavioral issues among team members, peers and your supervisor as they arise.

  • Time Management - Your time is your responsibility. If you aren’t able to do the important things, only you can solve that problem. This session presents a practical approach to time management, helping individuals understand how they are currently spending their time, where time is wasted and where time could be spent more efficiently. Emphasis is on setting goals, managing time and applying tactical methods to save time.
  • Behavioral Interviewing and Recruiting (The Experience) - The Experience is an orchestrated plan where each step in the interviewing and recruiting process is clearly defined, individual roles are clarified and repeatable results are both achievable and predictable.
  • Disengagement - No one takes a job intending to fail and no employer hires with the intent to fire. Both parties want the best. So what happens? The virus of employee disengagement attacks and spreads. Focus is on how to recognize employee disengagement and what to do about it.
  • Motivating and Rewarding Performance - You are the motivator - you can either motivate or de-motivate your team. Often a leader’s inadvertent words or actions can have a tremendous impact on the delicate balance between motivating a group or an individual and setting the entire process back severely. Focus is on how to motivate and reward performance and how to recognize and avoid de-motivators.
  • Succession Planning - What major activities, projects or other mission critical actions would you need to complete or delegate to someone to ensure that the business would continue to function seamlessly should something happen to you or should you leave the organization? Who would you delegate them to? Is your successor trained and waiting in the wings to take over? If not, you may be putting the organization at risk and hindering you own chances for advancement.
  • Handling Conflict - Conflicts are normal experiences in a work environment and are often predictable situations. Anticipating conflict can help transform situations into opportunities. This session presents a six-step approach to preparing for and holding difficult conversations. Learning and application is reinforced trough a Conflict Resolution Prep Tool to help leaders identify the desired outcome and prepare for a more effective resolution of the conflict.
  • Effective Listening - Of the four basic elements of communication (writing, reading, speaking, listening) experts estimate that we spend approximately 45% of our time listening. Listing consumes by far the largest portion of time we spend communication. We learn to speak from early childhood. Reading and writing are taught beginning with primary education and learning continues through college and beyond. But when are we taught to listen? In most cases little or no time is spent learning to be a more effective listener. Focus is on several basic techniques to improve ability to build relationships and connect better at all levels, both personally and professionally.

For more information, please Contact Us.