Frequently Asked Questions

Waldron & Company's Executive Coaching engagements offer a positive and proactive approach to honing and optimizing leadership skills. Executive Coaching is one of the highest compliments your organization can give you. Coaching is designed to target your specific needs and personal and professional situation; it is a collaborative effort, that applies the peer-level experience of coaches who have been successful corporate executives, business leaders and entrepreneurs to help provide the extra edge needed by today's executive in order to deliver results.

Q: How does Executive Coaching work?

A: A Waldron coach will meet with you and your sponsor(s) to discuss and assess your perceived individual needs and desired outcomes. We will work with you to design a plan that will address your specific needs and identify key areas for personal leadership improvement. Each program is customized for you, however we find that our core scope of four phases (Assessment, Plan Development, Implementation and Evaluation) provide the best and most economical structure for organizing the engagement. You will be connected with an experienced Waldron & Company business coach and begin the assessment phase.

Q: Who works with an Executive Coach?

A: Executives, business owners, entrepreneurs, professionals, visionaries; anyone can benefit from working with a coach. An effective coach and a committed executive (or team of executives) work together for the purpose of enhancing leadership presence & impact, leadership skills, team function, creating solutions, addressing professional or personal issues and challenges, identifying goals, and creating action plans. The goal is to help you deliver results. A coach can provide a confidential, outside resource to most effectively help you and the organization achieve desired results and goals.

Q: What aspects of my development are included?

A: While highly individual in structure, most coaching relationships begin with an assessment of your leadership strengths and gaps. Since one executive's area of focus will differ from the next, the development and action plan can include emphasis on a number of different areas. They may include leadership presence, interpersonal style, management skills, communication, organization, delegation, planning practices, further technical education, strategic participation and other areas identified as desirable development areas.

Q: What areas/issues can an Executive Coach address?

A: The following are frequent identifiers for coaching:

• You are at a point of transition in your career - moving into a new role or promotion, assuming greater responsibility or undertaking high-risk projects.
• You are in-line for succession or promotion in your organization and you want to refine your leadership skills and enhance your competitive position.
• You wish to enhance your communication effectiveness within the organization.
• You wish to enhance your value contribution to your team and to the enterprise.
• Your skills to motivate and create loyalty among your team(s), department or organization need enhancement.
• You wish to improve your ability to constructively hold the "difficult conversations" with members of your team or with your peers.
• High stress is interfering with your ability to lead, perform or deliver.
• You would like to be performing at a higher level.
• You are experiencing difficulty designing strategies to reach your personal and organization goals.
• You would like to identify solutions for business or personal challenges that are limiting your ability to perform.
• Integrating your business and personal life for balance has been a struggle.
• Issues regarding training, developing and managing staff are impeding your area's performance.
• You have not had time to focus on improving your creativity and productivity both personally and within an organization.
• The feedback you receive from your boss or peers conflicts with your perception of yourself or your performance.
• You wish to enhance your leadership presence and define your legacy.

Q: What should you look for when choosing a coach?

A: There must be a good interpersonal connection between you and your coach. You should feel relaxed in one another's presence and be able to confidently and openly communicate, even difficult, information to one another. It is also important for you to find a coach that you trust and respect and who has a track record that includes achieving what you're looking for in your own future. The coach should have strong business references both from individuals coached and from client enterprises. For line executives, it is frequently helpful to work with coaches that have hands-on, front-line business experience and understand "bottom-line" or P & L responsibility.

Q: How would I get started?

A: You can explore coaching at no cost to you or your organization. Your Human Resources contact within the organization can provide you with some perspective on coaching and get you in touch with us. We invite you to meet with us for a complimentary and confidential consultation that will give you some further insight into the process.

Executive Coaching Overview

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