Founded in 1998, Peoplesmith Global is the steward for human potential and a champion of leadership excellence. In organizations, Systemic CoachingTM drives organizational values and competencies into a leadership brand. Individuals are more confident, masterful and fulfilled; organizations are more engaged, profitable and productive.
To receive an introductory brochure, or for more information regarding the full range of services offered by Peoplesmith Global, please contact us via email or by calling 412.362.2622.
Executive coaching is a customized development program for the emerging leader or seasoned executive who wants to accelerate mastery of leadership skill and personal influence. Unlike training, coaching results in profound behavioral change. Coaching might be considered a personal change initiative whose content reflects the executiveís agenda and learning style and develops individual competencies aligned with organizational competencies that drive business strategy. The program philosophy is founded on developing a new success criteria such that the current working strategy that achieved todayís level of success will be replaced to advance the leader to their next level of performance, or winning strategy.
Program Duration & Scope:
Coaching focuses on profound behavioral change gained in real time while discharging current work responsibilities. A minimum, six month renewable contract is required, and includes at least twenty-four hours of formal coaching. Depending on the nature and scope of development, many clients renew their term for a full, twelve month program.
Three Phase Learning Program:
The accelerated learning program evolves through three phases which include Insight, Integration and Impact. These phases often overlap, as they focus on transforming the mindset and behavior in both a linear and a lateral process.
Phase I—Insight & Assessments:
More than 85% of all change comes from increased self-awareness; therefore, having objective and relevant feedback from key stakeholders sets the foundation for coaching. The 360 assessment is conducted as an in-depth interview with as many as fifteen individuals; the direct manager, peers and direct reports, as well as the coaching recipient him or herself who can provide insight into the leaderís performance effectiveness.
Though itís counter-intuitive, most of the learning takes place between coaching sessions. The ability to apply new skills in real time—meetings, presentations, conversations—and then use the coaching sessions to de-brief and/or deepen the learning.
In the final phase of coaching, the coaching recipient grounds new behavior, takes initiative and risks to create the future using his or her leadership skill. This final phase includes consolidating the wins of behavior change and results in an on-going plan outlining steps for continued development.