4R Executive Coaching

Successful leaders need to have the right people with the right skills and attributes in the right jobs, or they risk failing. Your organization’s ability to “grow” people is vital to sustainable success. Coaching is one of the most powerful development tools available to leaders because it blends awareness and practice.

What is 4R Leaders Executive Coaching? Real individual growth and development occurs best when it happens in relationship with others. In a coaching relationship, the coach’s role is to challenge the leader to fully mobilize his/her talent and energy to achieve an aspirational vision. Direct feedback and challenging questions focus the conversation on the path from “what is” to what “could be”.

Using the 4R Leaders Model as a structural roadmap, our coaches guide participants through a process of self-discovery and awareness building (Resonance), stock-taking of operating strengths and growth opportunities (Resourceful), applying new learning in key relationships (Relationships), and how best to achieve meaning results (Results).

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The Observer

Building capacity to take a step back from thoughts and feelings before taking action creates a moment in time to notice thinking and emotions. When we notice ourselves from the observer perspective, we create a pause to consider our choices and be more strategic and intentional in our actions. Rather than react to a situation habitually or instinctively, we can now choose how best to respond. We start to notice what situations fire up our passions and when our less-than-perfect-self gets triggered. We become more aware, more mindful. More effective. This is the goal of 4R Coaching.

The best way to build skills in leaders is to develop accurate self-awareness followed by active learning. Developing self-awareness is a process of discovering hidden strengths as well as blind spots. Coaching allows you to take a customized approach to each leader’s development. Coaching is performed to increase self-awareness, identify areas of development, and support the practice of new skills and learning.

Phase I: Introduction

Participants will attend an Introductory Meeting with one of our executive coaches, during which the process, expected outcomes, and roles and responsibilities will be explained. The coaching process is dependent upon establishing rapport and trust with the client. During the introduction phase a meeting with the boss is scheduled to gain his/her input on the coaching outcomes.

Phase II: Assessment and action plan

Assessment tools, 360 feedback through surveys and interviews provide data. Specific instruments such as leadership, social style or emotional intelligence instruments are selected. The coach will meet to debrief assessment results over two sessions. The assessment feedback will conclude with the participant drafting a developmental action plan that will refine priorities and set well defined goals. The developmental action plan will be used as a checklist during the coaching process. Individuals are encouraged to use peer and boss support for ongoing feedback and informal mentoring during the process. The manager, the coach and the coachee will have a discussion about the action plan in order to ensure the goals are met.

Phase III: Coaching

Coaching to meet specific developmental goals will be scheduled over a specified period of time, typically six, nine, or twelve months. Individual coaching sessions will generally occur twice a month with one or two scheduled triad meetings with the boss and coachee facilitated by the coach to gain support and keep the boss engaged in the process.

While the focus of coaching will primarily focus on the development plan create at the beginning of the engagement, often the coaching sessions provide the client an opportunity to engage the coach as a thinking partner handling issues as they arise.

Phase IV: CONCLUSION

Upon completion of the coaching process the coach will give a facilitated meeting with the client and the boss to discuss coaching outcomes.

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