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Executive Development Program

Intensive, NINE-MONTH program includes:
· extensive assessment instruments · 360-feedback (structured interviewing and LSI 1 and 2) · ongoing coaching and feedback to insure permanent change · a written action plan, reviewed by a second coach

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he Five O’Clock Club’s Executive Development Program is designed for high-performing employees and executives who may need to improve their performance in specific areas. We work closely with the employee, the HR Manager and the employee's manager, to identify and develop actions to resolve issues. This program involves a 360 feedback assessment and other assessments, development of an action plan and ongoing coaching for nine months to address the core behavioral issues.

more self-aware—and effective. The program focuses on the following: · Increasing the executive’s self-knowledge through self-assessment and ongoing situational analysis. · Extensive basic assessment including satisfiers and dissatisfiers, relationship with bosses, and a Fifteen-Year Career Vision. Included in our book, Navigating Your Career. · Participating in a 360-degree feedback based on extensive structured interviews with bosses, peers and subordinates, as well as computer-based 360 instruments, such as LSI 1 and 2 and additional instruments (such as MBTI) as appropriate. This is meant to determine how his or her self-perception meshes or conflicts with the way he or she is perceived by others. · The development of an action plan, reviwed by a second coach, to follow when the employee is no longer working with the coach. · ongoing coaching and feedback to support identified changes · A mid-report and final report for HR

All discussions with the coach are confidential and are meant to enhance the productivity and the effectiveness of the individual.

Affordable Executive Development
Most Executive Development programs are enormously expensive, even when the situation does not require an intensive program. In keeping with the Five O’Clock Club’s approach of providing high-quality programs at affordable prices, we offer an Executive Development Program that provides intensive coaching over a nine-month period without the sticker shock.

Why Executive Development?
The highest-performing executives are the most self-aware and are most aware of the impact they have on others. Yet 80 percent of all managers are not as self-aware as they suppose; They do not, in fact, know how they come across. Their self-perceptions are wrong. So even if they are promoted, many eventually get derailed or do not perform up to their potential. The Five O’Clock Club Executive Development Program is designed for highperforming executives who want to become

Highly Experienced Coaches
A coach must have the courage to ask the hard questions and to push to effect positive change. Our coaches do confront the hard issues, and are not simply the client’s buddy. Five O’Clock Club executive coaches have business experience themselves, as well as enormous experience helping clients to: · assess themselves, the culture and the situation, · identify areas that need to be

u A Team Effort: Our tightly-knit Guild of senior career coaches works closely together. We turn to each other for guidance. After the primary coach has worked with your employee for four or five hours, a coaching peer will review the situation: assess the direction of the coaching, brainstorm the situation, and help develop a course correction, if called for.
A Proven Methodology that is the industry standard--based on twenty-five years of research. Employees better understand themselves and their organizations, how they fit in, and what they can do to improve their relationships with bosses, peers, subordinates and clients, and how they can most effectively help the organization move ahead. Our text, Navigating Your Career, is used by professionals, managers and executives in for-profit and not-for-profit organizations of all sizes.

The Five O’Clock Club Executive Coaching Advantage

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w Devoted Coaches who truly care what happens to the individual. Unlike firms where the coaches are over-burdened with a too-heavy client load, our coaches are responsive to their clients, use best practices, brainstorm with other coaches about their clients, and are excited about each assignment because it means an opportunity to do the best for each client.

addressed, · develop strategies for achieving business results quickly, · anticipate problems, develop tentative solutions, and review the employee’s performance in key situations, and · create a development plan to follow in the month’s after coaching ends.

The Program
Step 1: Introduction: The coach meets with the client, Human Resources and the manager to set the agenda—including process and content, cultural and business concerns, ground rules/issues of confidentiality, etc. The client is told the reason for his or her involvement in the Executive Coaching Program (e.g., promotion, new hire, etc.). The coach identifies the business needs or drivers associated with the need for coaching, so that the coach can clarify the business results that need to be achieved with the desired change. Instrument/techniques such as LSI (Life Styles Inventory), LSI 2, MBTI (Myers-Briggs Type Indicator), the Seven Stories Exercise, the Forty-Year Vision are described, and if applicable, assigned. Results of previous performance appraisals (previous 360’s, etc.) are reviewed. Step 2: Gather Information (from up to 6 colleagues) · The coach conducts confidential, structured interviews with two peers, two superiors (including manager), and one or two subordinates for purpose of gathering data about the client’s contribution to and impact on the organization, interpersonal style, work/management style, problem solving style, perception of effectiveness, ways the client can enhance his or her impact on others, as well as career advice for the client. · The coach distributes the LSI 2 instrument to five of the participants, to be completed and returned by mail. Interviewees will be agreed upon by the client and Human Resources. Step 3: Diagnosis: The coach reviews exercise results and debriefs the client about the current organization and the client’s relationships with bosses, peers, subordinates (and customers, if appropriate), as well as any presenting problems (which can

range from interpersonal issues to pragmatics such as how to conduct an effective meeting). The coach probes for issues, such as handling new responsibilities, working well with management, and so on. The coach and client discuss pressing issues or upcoming situations and how the client could handle them. (Often, a client knows that certain issues need to be addressed but does not know how to address them.) The coach develops initial hypotheses, and tests those hypotheses with the client. Step 4: Diagnosis · The coach scores, analyzes, and interprets testing data; compiles colleague interview data, and prepares for feedback session. Step 5: Feedback with Client · Discuss with client results from testing and colleague interviews. Present general themes and some specific examples. · Determine client strengths and comfort with the information; develop goals. · Discuss how client will self-assess, gather feedback to enhance the process, and compile an action plan. The coach sits down with the client and prioritizes the actions or changes that they think would have the greatest impact on the situation. “Co-develop” is a key word in this step of the model, because the coach does not dictate what the action steps are going to be. Co-developing the actions gains the commitment and buy-in that are necessary for the change process, so that the client is motivated by what he/she agrees to work on. The coach helps the client put together steps that will, hopefully, make the desired change happen and sustain that change. Providing a bit of creative thinking at this particular stage is often welcomed by the client. Step 6: Outside Review. A second Five O’Clock Club coach will meet with the primary coach to review the progress to date, assess the direction of the coaching, brainstorm the situation, and help develop a course correction, if called for, or reinforce the direction of the program. Step 7: Presentation of Action Plan · Present action plan and discuss with client’s manager and/or Human Resources.

Step 8: Follow-Up Coaching · Six follow-up coaching sessions with client (possibly with manager and/or Human Resources as well) are designed to reinforce new behaviors, ensure that the action plan is “on track” and that the client and manager are communicating about the developmental plan on an ongoing basis. Phone follow up. Step 9: Evaluation. The Five O’Clock Club gathers feedback from the client, Human Resources and the coach to evaluate what worked and what didn’t. Note: If a more extensive program is required, total cost would be adjusted accordingly.

Quality Control of Executive Coaching Programs
Five O’Clock Club Executive Coaches are of the highest quality. Most have been Executive Coaches for over a dozen years. Just as with our outplacement program, our Executive Coaching program is one you can trust. Our quality control includes: · Coaching Circles, where groups of coaches meet every 6 weeks — in person or by teleconference to learn new techniques, exchange information, and conduct peer supervision on specific (but anonymous) cases. · One-on-one support to coaches — to review cases and get suggestions and support. · Client progress reviews with headquarters — to assess the progress of each Executive Development client. l

The Five O’Clock Club 300 East 40th St. New York, NY 10016 212-286-4500 Or email us at HR@FiveOClockClub.com

The Five O’Clock Club ... a name you can trust
The Five O’Clock Club®, Seven Stories Exercise and Forty-Year Vision are registered trademarks. Copyright, 2005, The Five O’Clock Club, Inc.