A Conference Board study concludes that corporations are investing more time and moneyin leadership development due to concerns that the future supply of executive talent mayprove inadequate for their needs.

One of the effective development solutions for preparing the leadership pipeline is one on one executive coaching.

Coaching  is provided for both developmental as well as corrective remedial purpose to enhance executive performance.

Who will benefit from Executive Coaching?   

• New managers and leaders
• Executives in career transition
• Executives who need to develop/polish specific competencies
• Executives who need to gain organizational and business savvy

Our Coaches

Our coaches have 20 years solid business experience gained with multinational and sizablecompanies,  and have multidiscipline experience in HR management,  HR Development, and Senior Executive Management level in business line functions.

Our coaches can bring a wealth of real life experience and war stories to enrich the coachee’s experience

Our Coaching Approach

To ensure ROI,  we employ a structured 6 step model to coaching

Magic “12”  Executive Coaching Program

 Coachee  engagement “magic 12”- Coachee to meet with up to 2 potential coach(es), 
to share expectations and to gage if chemistry**

 Stake Holders engagement  “magic 12”  - Appointed coach to understand from 2 stakeholders
(senior leaders) development goals, succession or career plan of coachee.

 Assessment & feedback - Facet5 psychometric and 360 tool will be used to help coachee
gain insight and feedback on his/her development areas

  Coaching objectives & plan “magic 12”- Coach to facilitate coachee to set up to 2 clearly
defined coaching objectives,  evaluation methods & organizational support  needed.

 Coaching  Execution “magic 12”- Coach to connect with coachee once every week or every
2 weeks for 1 to 2 hours , total 12 hours coaching program.

 Tracking & measurement - There are 2 levels of measurement , first is to track & measure is
the coaching relationship is working, second is achievement of  the set coaching objectives.
Both needs progressive and measurement to be agreed upfront.