Leadership & Executive coaching.

Andrea Ceccolini

Mark Zod

Ahmad Fahmy

Ned Lowe

Lee Nicholls

Background.

In the complex, high-stakes labyrinth of today's corporate world, leadership, and executive coaching stand as the twin lighthouses, guiding organizations away from potential catastrophe and toward the shores of sustainable success.

You are in good company.

  1. Eric Schmidt - As Google's CEO, he was initially resistant to coaching, but board member John Doerr insisted, bringing in Bill Campbell, a legendary Silicon Valley executive and coach. Schmidt later admitted that this was excellent advice.

  2. Steve Jobs - Apple's late co-founder and CEO reportedly worked with executive coach and former Intuit CEO Bill Campbell, who played a key role in his leadership development.

  3. Bill Gates - The co-founder of Microsoft and one of the wealthiest individuals globally, has openly discussed the importance of receiving feedback and coaching. He even co-presented a TED Talk on the topic.

  4. Oprah Winfrey - While not a conventional CEO, Oprah Winfrey is certainly a high-profile executive. She has credited life coach Martha Beck as being instrumental in her personal and professional success.

  5. Elon Musk - The CEO of SpaceX and Tesla has received coaching throughout his career, notably from venture capitalist Steve Jurvetson.

The Coaching.

4. Developing a plan: We have a bias to action. Based on the feedback and the identified area of focus, the coach and client work together to develop a plan for improvement. This plan should include specific, measurable goals and a timeline for achieving them.

5. Accountability: We hold you accountable for making progress toward your goals and following through on your commitments.

6. Follow-up: The coaching process concludes with a series of follow-up sessions to review progress, discuss challenges, and make any necessary adjustments to the plan.

Approach.

1. Identifying the area of focus: It all starts with spending uninterrupted time together. The coaching process begins with you identifying an area of focus that you want to work on.

2. Gathering feedback: Getting feedback from others in order to gain a clear understanding of how the individual is perceived by others. This feedback can be gathered through surveys, interviews, or other methods.

3. Analyzing the feedback: Finding patterns in the feedback and dealing with ugly truths.

For:

  • Leaders who are looking beyond the fads to introduce sustainable change

  • Department heads

  • CIO's/CTO's

  • Start-up Founders