In most organizations, managers must continually refine their personal and organizational impact in order to succeed in achieving results through others as their companies become flatter, faster-paced, more participative, and competitive. Brandon Partners offers one-on-one development using 360-degree feedback about job strengths and improvement areas, coupled with personalized skill-building in targeted areas.

Contracting Phase

Brandon Partners and the participant's manager or human resources professional discuss the participant's needs to determine the appropriateness of executive coaching and optimal plan. Any project is contingent upon the individual's understanding the rationale for executive coaching. Finally, Brandon Partners requests a conversation with the participant, during which the executive coaching process and philosophy is explained, so that the individual may have "informed consent" and develop rapport in advance.

Prework

One month before the 2-day coaching session, the participant receives a textbook (People Styles at Work), and packets to distribute to coworkers (managers, peers and subordinates) for two 360-degree instruments:

  • SOCIAL STYLE™ : Profile based on research and norms gathered since 1967(1)
  • SPHERE/360© : Personal Report that yields feedback on 12 Executive Success Factors and 11 Executive Derailment Factors derived from 13 years of coaching 900 executives(2).

Phone Interviews

Brandon Partners conducts two 30-minute interviews with individuals key to the participant's success.

2-Day Coaching Session (Confidential)

Day One-Morning: The first morning is spent on building rapport, goal-setting and information-gathering:

  • Discussion of the company's and the participant's goals for executive coaching
  • Exploration of relevant aspects of the participant's background through a structured exercise
  • Discussion of the telephone and informal feedback received by Brandon Partners

Day One-Afternoon: In-depth understanding of the personalized feedback from the two 360-degree assessment instruments used, including thorough grounding in the SOCIAL STYLE™ model for heightened awareness of the styles of people the participant works with, as well as his/her impact on them.

Next, the SPHERE/360© data on Success and Derailment Factors is dissected and the participant is given an evening assignment to reflect on the day's feedback and awareness, so that an Action Plan can be developed to improve in key areas.
(NOTE: The client company can feel free to ask Brandon Partners to use its own alternative in-house 360° feedback instrument, or to simply limit the feedback to telephone interview data and the SOCIAL STYLE™ tool.)

Day Two: The Action Plan and alternative resources for development are discussed, with follow-up arranged. The rest of the day involves intensive skill building customized to the individual's unique feedback, issues and career goals. A final Action Plan and targeted skill sets results from the session, but is kept confidential.

Follow-up Reinforcement

This is tailored to the participant, but can include telephone follow-up, face-to-face follow-up 3 to 6 months later, the participant's sharing of the Action Plan and learning with managers or Human Resources support person (with Brandon Partners subsequent suggestions for systemic support), etc.

 

(1) Survey utilized is the Social Style™ Profile, through Tracom, Inc.
(2) Survey feedback was developed by Dr. Martin Seldman, Seldman Executive Development.

 

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