Executive Coaching
Executive coaching services are customized to meet the specific needs of each client and each organization. Typical engagements range from 3-12 months. The coaching process, scope, and session frequency is based upon our client’s specific objectives, focus areas and organizational goals. Coaching services can be tailored for individuals or for groups and include custom design, a thorough assessment/onboarding process and deep and sustainable performance improvement through one-on-one sessions as well as 24/7 advisement..
The executive coach will meet to align with all stakeholders on the current situation, desired outcomes, course of action, and roles/responsibilities of both the client and the coach. Intentional Leadership Coaching can occur in sequence with Intentional Leadership Experiences or as a standalone engagement.
Coaching is defined as a solution-focused approach in determining client specific goals and then applying a structured framework with the client to discover those options. From onboarding throughout the engagement, a specifically-assigned coach will lead self-inquiry and apply the Intentional Leadership process for the client to self-discover and reflect on those goals and options. The client will be the primary owner of the actions taken between sessions for development. Typical engagements range from 3-12 months.
Focus Areas
Leader Development
Leading High-Performing Teams
Succession Planning and Transition
Strategic Prioritization and Time Management
Leading High-Performing Teams
Effective Communication Partnerships and Stakeholder Management
Work-Life Balance and Integration
Executive Presence
Onboarding Process
Align on solution focused approach with key stakeholders and coaching client to determine the desired outcomes and success measures facilitate and identify leadership behaviors to be enhanced or developed. Create awareness around the situational context for the leader and identify the systemic dynamics the leader is working within.
Assessments
Over our 25 years of experience with various assessments and personality profiles, we have selected a discrete selection that we find to best support the coaching client in the development of their emotional intelligence, self-awareness, and originating mindsets. Our consultants are individually trained on a variety of assessments that can be deployed upon request and mutual agreement that any selection will bring added value and complement the coaching approach.
Our onboarding process also includes a comprehensive review of existing feedback, performance reviews, internal assessments and other documentation for a well-rounded view of the leadership strengths and focus areas for coaching.
360º Feedback
Our intensive and personal 360-degree feedback process and perception interviews provide the coaching client with visibility and key opportunities for shifts in behavior and performance. These objectives documented into a viable, client-owned development plan.
Intentional Development Plan
After a foundation has been established between the coach and coaching client, they will partner on the design of a a focused coaching plan towards the outcomes of the engagement.
A client-owned document supports these objectives and the coach provides additional feedback, facilitates insight, and offers opportunities to strengthen and advance progress throughout the engagement.
The development plan is client-owned, and periodic stakeholder checkpoints (as agreed to in onboarding by client and organization) provide insight into high-level progress, engagement and focus areas, while honoring and protecting the confidential nature of the relationship. Coaching clients are strongly encouraged and advised to self-manage progress reports to key stakeholders, and guided with relevant information to support those discussions.
The final stages of the development plan include the installation of structures and practices to anchor progress, and a recommendation for concluding the engagement or continued support as determined by coach and client.
High-Performing Teams
Align, engage,develop and strengthen your executive team to guide your organization to success. High performing teams operate with trust, candor, clarity, alignment and accountability. An intentional approach challenges leaders and their teams to create a shared vision and allow for enhanced results grounded in connection, engagement, collaboration, and execution.
Intentional Team Development guides team leaders to individual effectiveness while simultaneously unifying diverse worldviews, experiences and perspectives and strengths to genuinely align on direction and process. Our team process includes a sincere and rigorous cultivation of organizational purpose, values and commitments to anchor alignment and provide visibility into forward progress for the team.
Coaching is defined as a solution-focused approach in determining client specific goals and then applying a structured framework with the client to discover those options. From onboarding throughout the engagement, a specifically-assigned coach will lead self-inquiry and apply the Intentional Leadership process for the client to self-discover and reflect on those goals and options. The client will be the primary owner of the actions taken between sessions for development. Typical engagements range from 3-12 months.
Key Shifts in
High-Performing Teams
Fear of Retribution → High Trust
Veiled Agreement/Conflict → Candor/Constructive Dialogue/Debate
Compliance → Full Buy-In and Commitment
Criticism and Defensiveness → Coaching and Feedback
Focus on Activity → Focus on Results
Ego and Fragmentation → Camaraderie and Solidarity
The Process
The scope of any team development project depends on the size,maturity of the team, objectives and challenges. The project is co-designed with the team leader to identify outcomes and inform design.
Generally, a team project includes some or all of the following components with varying duration based upon scope.
Team Assessment and Design
Team Readiness: Communications, Preparation, and Context
Team Development Session(s)
Core Ideology Component
Operating Agreements and Leader Commitment
Group or Individual Coaching
Follow-Up and Recommendation
Team Readiness: Communications, Preparation, and Context
Leadership Experiences
Intentional leaders guide teams to results, develop their teams, and set a positive example for the culture.
A key area for development with leaders is focused on HOW they work with people versus training them on WHAT they are leading. Skills around leading teams, building relationships, establishing trust, demonstrating empathy within the organization and with interactions, all while driving performance are critical skills for the leadership to continue to evolve and demonstrate in role.
Intentional Leadership expands leadership effectiveness by focusing on the Emotional Intelligence of key leaders. By locating a leader’s natural capabilities and genuine style, individuals are able to communicate more effectively, expand their capacity, leverage their time, manage their energy, and develop key partnerships that operate in alignment with the organizational vision.
Leadership development experiences are offered in open enrollment programs once per year for senior executives and as custom-designed signature engagements for varying leadership levels,. Depending on your needs, individual and group coaching can provide acceleration and clarity towards outcomes for each individual leader.
Increased self-awareness
Leading change in our uncertain context
Building trust with teams and individuals
Relationship building and alignment
Adapting leadership styles, and influencing across the organization
Intentional communication
Intact team and cross functional collaboration
Impeccable execution
Effectiveness across differing backgrounds and perspectives
Innovation and creativity
Wellness and energy management
Situational versatility
Programs
Intentional Leadership for Executives
Custom-Designed Group Intentional Leadership Experiences
Individual Coaching & Assessment
Courses can be coupled with executive coaching, assessments, and customer developmental design to achieve the outcomes you are seeking. We guide each client to the best solution for their goals and objectives.
Group Experiences
Individual attention is followed by intensive group experiences following the Intentional Leadership methodology. A key asset in group experiences is the cultivation of life-long peer connections across industries, the sharing of diverse experiences and backgrounds, and leveraging common learnings towards individual outcomes.
Follow-Up
Peer group support and continuance, as well as a follow up group coaching experience reinforces, expands and applies insights into daily decision and activity for sustainable change.
Register or request information now. →
Culture Shaping
A healthy, aligned and results-oriented organizational culture starts with intentionality. Many organizations become successful largely due to the drive, the intellectual horsepower, talent and the skill of their people.
As any organization grows, there can be unspoken assumptions made about the culture and “how work gets done.” Strategy designed for growth and impact can be unintentionally limited by these hidden assumptions and in favor of what is known. Leaders and teams can also move so quickly in executing their day-to-day responsibilities that they have little time to consider where they are headed, what they share in common, and what meaningful impact means to the collective.
This is where a shared purpose, a shared vision and a shared commitment come into play. An intentional approach to culture, leadership and the future slows down “working in the business” to consider “working on the business,” and of even more significance, what is important to the people who serve the organization and its clients.
An intentional approach includes beginning an inquiry that gets to the core of what each individual values, what success looks like, and what impact can be created with an aligned, purposeful and focused leaders.
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• Shared Mindsets and Behaviors
• Clear Vision
• Accountability
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• Caring, committed, candid employees with clear path to outcomes
• Communication: Candid, transparent, action oriented - real talk
• Connection: People who like and understand each other and their shared purpose, who work better together
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• Shared Values, Vision and Operating Agreements
• Enterprise-wide lens with an eye to impeccable execution
• Coaching and Feedback
• Celebrating successes meaningfully and acknowledging failures for continuous improvement
Focus Areas
The Process
Delivery of culture shaping while following certain guidelines and practices, is a process that is custom-designed based on your current organizational context and the results you are seeking to create for the organization.
A discovery process includes conversations with executive leadership, assessment of intact team dynamics, identification and assessment of culture attributes by key stakeholders.
Based on the assertion that “As go the leaders, so goes the culture”work generally begins “at the top” of the organization. Coaching and team development begins at the executive level, including an assessment or an installation of organizational ideology such as purpose, values, mission and operating agreements.
If you are interested in learning more about culture shaping and what fuels high performing organizations, please send us a message and we will arrange a time to discuss your needs.
Who We Are
Lead, Inspire, Grow
CFIL's consultants and coaches bring over 25 years of experience in developing intentional leaders, intentional teams, and intentional cultures. We partner with you fully realize the talent, passion, and performance of your people.
