CEO-BOARD COACHING DELIVERABLES
- Top management team growth and greater appreciation for how the team works most effectively.
- Establishment of key metric; how we know we’ve succeeded.
- Move CEO and team from under-perform to standard or from standard to top.
- Help resolve CEO’s situation in a supportive manner if he’s been miscast in job.
- Aid board and top management unity, not unanimity. Serve as link for clarified communications and bringing covert issues into plain view.
- Facilitate board processes on board and committee review, peer review, climate of trust and candor, and recruiting qualified board members.
Q: What can a CEO coach do?
A: More than one might think
- Bring objective experience and multi-company perspective in from outside.
- Cultivate relationship with CEO that produces powerful results.
- Assess top team by hands-on, oral, 360-degree process.
- Spot and highlight talent/potential.
- Be useful in varied, unanticipated, ad hoc assignments:
- - Coach CEO’s direct reports, as needed.
- - Facilitate review of corporate purpose & mission, their unique articulation and rollout.
- - Undertake senior team-building initiatives.
- - Manage conflict between high-talent people.
- - Conduct climate studies for culture change.
- - Facilitate onsite and offsite meetings.
- - Assist in board and top management teamwork.
A: Less than one might think
- Coaching doesn’t always produce a happy ending.
- Few miracles in changing human nature.
- Not all flat sides of client are removed.
- Solid results tend to be slow, steady and permanent.
- Lack of trust and poor chemistry between CEO and Coach a possibility.
Q: What’s at the core of CEO coaching?
A: Crowding out self-limiting behaviors with identified strengths
and courageous personal movement.
Q: When does CEO coaching work?
A: When CEO is aware of benefit and embraces it.
A: When CEO doesn’t view coaching as weakness.
A: When Coach has support from Board/Chairman, as, and if, appropriate.
A: When trust and good chemistry exist between CEO and Coach.
A: When Coach retained to enhance existing talent, not fix someone broke;
client’s possible idiosyncratic style put in perspective and to good
use.
A: When belief held that any CEO, facing difficult tradeoffs and occupying
this lonely position, gains benefits from supportive, objective, outside
listener/advisor.
Q: When doesn’t CEO coaching work?
A: When virtually nobody can succeed in the job.
A: When CEO is miscast in the role.
A: When CEO’s behavior is erratic, disorderly, resentful, displays
lack of integrity, cover-up signs of excessive fear or serious emotional
difficulties.
A: When things have gone too far.
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