Rising Leaders

"We can't solve problems by using the same kind of thinking we used when we created them." Albert Einstein

“Executive coaching is a partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.”

Research from the Harvard Business School and Fast Company Magazine has shown that:

·         63% of organizations say they plan to increase their use of coaching over the next five years.

·         92% of leaders being coached say they plan to use a coach again.

·         “Coaching is a popular and potent solution for ensuring top performance from an organization’s most critical talent.”

Executive and leadership coaching is one of DP&A's core areas of expertise.

Our associates are experienced coaches certified from leading Universities and credentialed in Business Coaching, Executive / Leadership Coaching and Development, Career Coaching, Mentoring and Business Consulting.

We work with executives to develop the core capabilities and skills that result in increased profitability, growth, and innovation; the primary indicators of high performance.  At DP&A we provide focus, structure, and the assurance of consistent forward momentum that is a collaborative partnership among the executive his/her organization, and the executive coach.

Our associates are experienced coaches certified from leading Universities and credentialed in Business Coaching, Executive / Leadership Coaching and Development, Career Coaching, Mentoring and Business Consulting.

How to make the most from executive coaching:

To achieve the maximum from coaching we have found that following the below guidelines for coaching has a positive impact and generates a return on the overall effort.

• Dedicate yourself and your time to your coaching experience. Let yourself be challenged, work through discomfort; be open to new ways of doing things.  Don’t become dependent on a coach.  Accomplish specific goals as quickly as possible. “You have to do the heavy lifting; your coach just guides you along the way.”
• Make sure your boss is supportive; keep her/him involved.  Leaders who were satisfied reported supportive and involved bosses. Make sure your supervisors are behind your coaching effort, let them know what development areas you’re working on, and check back along the way to see if they are noticing improvement.
• Measuring ROI: It’s about you, your efforts relative to the return you will get.  Most organizations look for a return.  The best way to achieve a measure is to take a full 360 assessment at the very beginning of your coaching and a consolidated or mini 360 assessment in the form of a survey of the improvements you have made with the key people that work with you.
• Don’t drag out the coaching.  Most coaching assignments last between six and 12 months.  Your learning should be continued on your own depending how far along you are in meeting your objectives and successes without a coach.  Because every organization and person has their own objectives and unique styles for learning many executives like to continue the coaching assignments beyond 18 months.  However, you want to keep in mind that learning the techniques and skills you can use from the coaching is the ultimate goal and to establish an end point relative to your goal.