Executive & Leadership Coaching

Companies provide coaching to executives because they know it has the power to transform leaders, teams, and entire organizations from good to great. Coaching enhances a company’s performance by strengthening the essential competitive advantage: executive talent.  The process involves a partnership among executive, coach, and organization. The individual goals of an executive coaching engagement must always link to and support strategic organizational objectives.

Executive coaching programs are custom designed to assist leaders and executives to capitalize on their strengths and behavioral style to increase their effectiveness.  And may utilize a mix of tools to enhance the one-on-one coaching in the context of the organizations corporate culture such as executive team learning, 360º feedback programs, and behavioral assessments.

In the words of Jackie Sonnabend, Executive Coaching Luminary, “these programs spark growth, self-awareness, vision and new heights of leadership.”

Since every coaching engagement is unique, Kingfisher has a diverse team of Executive Coaching Luminaries skilled in the use of a variety of tools to customize the coaching engagement and create individual plans to meet specific goals and aspirations.

Leadership Coaching

Examples of Engagements

  • Identify and overcome gaps and challenges in individual leadership styles
  • Enhance required competencies or job skills
  • Assist the transition of a new leader
  • Cultivate effective 360 degree relationships
  • Manage change
  • Develop executive presence
  • Build an effective team
  • Develop presentation skills
  • Develop political savvy

The Kingfisher team provides C-suite Executive Coaching in addition to leadership coaching for new to senior leaders.

Principles & Guidelines For A Successful Coaching Relationship

Download The Guidelines

A Study of Coaching & Leadership

A study from Stanford shows that while two-thirds of chief executives don’t get any coaching or leadership advice from outside their companies, nearly 100% of those bosses say they wish that they did.

The survey polled more than 200 CEOs, board directors and senior directors of public and private companies in North America.

Download the Report

Some of the findings:

  • Almost 66% of CEOs get no coaching or leadership advice from outside consultants
  • A full 100% of bosses say they would be receptive to making changes based on feedback.
  • Nearly 80% of directors say their CEO would welcome coaching.
  • CEOs want to be coached, apart from the desires of their boards. The survey asked CEOs who are currently being coached, where they got the idea to get help. Some 78% said it was their own idea. Twenty-one percent said it was the chairman of the board’s idea.
  • CEOs prefer to be private about their coaching. More than 60% said that they keep news of the progress they’re making between them and the coach. Only a third said they share the information with the board. Stanford professor David Larcker, who also worked on the study, says that sharing progress with boards can improve the relations between boards and CEOs.
  • CEOs’ chief area of concern: getting help handling conflicts. Nearly 43% of CEOs said that “conflict management skills” was their highest priority. Top bosses often get tapped for difficult decisions above all other problems.
  • Boards’ chief area of concern: CEOs need to improve talent development. While CEOs want help resolving conflicts, boards are eager for CEOs to work on their mentoring and motivational skills, and to improve their ability to show compassion and empathy. Boards also want CEOs to hone their persuasion skills. These are obviously more nuanced, less tangible skills and possibly more difficult to coach.