Executive Coaching Solutions
We believe that purpose and success come from both “inside-out” and “outside-in” coaching. Inside-out focuses on a person’s traits and motivations, helping leaders clarify their goals and gain insight into how their beliefs and values drive their behaviors. Outside-in coaching centers on organizational goals, which help leaders better understand how their organization defines success and how others perceive them.
By connecting these two coaching perspectives, we help leaders perform and transform at personal, interpersonal and organizational levels.
Who can understand the dynamic, evolving role of senior leaders? People who have been senior leaders.
Our coaches work with CEOs and executive leaders every day. But they have also been Executive Directors, Chief Learning Officers and COOs. We even have former Army Intelligence Officers, organizational psychologists and people who have served on Advisory Councils for Global CEOs. They never stop learning.
Our coaches maintain credentials from ICF, IPEC, BCC and other internationally recognized coaching certifications and many also have advanced degrees including master's, doctorates and post-doctoral training.
Each coach offers the best foundation for both support and accountability by building deep, authentic relationships. And they come to every session backed by Korn Ferry’s proven IP and assessment tools proven to produce excellent results.
Even when leaders reach the pinnacle of an organization, they can’t stop growing. If they stagnate, so will the organization. So, to continue their arc of personal growth, executives need to find a trusted sounding board. They need a place to test their ideas and challenge their assumptions. And they need someone to introduce them to new thoughts and processes.
The problem is that leaders are often isolated. There are few outlets for peer-level support in the executive ranks. That’s why they frequently need to turn to an unbiased expert: an executive coach.
An executive coach is a qualified coaching expert who works with leaders in a variety of ways. Executive coaches ask questions, challenge assumptions, help leaders achieve clarity and offer resources. They provide a confidential and supportive sounding board for their clients. Some executive coaches aim to help leaders improve their self-awareness and clarify their goals. Some work with leaders to unlock their potential so they can achieve their developmental and strategic objectives.
Whatever the individual goal for executive coaching, it’s important to connect that goal to the overall goals of the organization. This approach, called “connected coaching,” is about delivering organizational change while helping individuals perform better and accelerating their careers. Connected executive coaches measure the impact of all coaching assignments. While their immediate focus is helping an executive gain self-awareness, they also look for patterns in aggregated assessment data that they can use to feed insights back into an organization’s talent strategies.
Korn Ferry’s executive coaching services help senior leaders rise to today’s challenges and transform the organization for the future. We draw on the richest portfolio of assessment tools on the market. We then combine proven coaching methodologies with an approach highly tailored to each leader and organization.
Executive coaching is an incredibly effective means of developing leaders. It gives leaders one-on-one attention in areas where they need to develop. But it also delivers much more. Here is a list of some of the benefits of executive coaching for participants.
Organizations can benefit in numerous ways from executive coaching — especially when that coaching is connected to the organization’s purpose. For example, when executive coaches assess their leaders, they can use these insights in two ways. First, they can use the insights to target specific development for the leader. But second, they can generate intelligence from aggregated data that gives them insights into the organization’s talent pool.
The latter is connected coaching’s unique selling point: the whole-business impact. So, if your talent assessments reveal that your leaders lack self-awareness, what does that mean? Are you recruiting the wrong people? Or is there something in your organization’s culture that feeds this behavior?
So, let’s take a closer look at how executive coaching can benefit your organization:
The need for coaching, support and a broader understanding of what’s going on in the world is critical to any organization’s success. And that is especially true for an organization’s leaders.
With the speed of change and constant disruption, it’s never been more challenging to be a leader. Today, success is less about what leaders know and more about how they think. But it hasn’t always been that way. In times of certainty, leaders know how to act.
But change decreases certainty. When there’s less certainty, leaders have less confidence. In times of disruption, leaders must instinctively know what to do, even when it’s impossible to know what the right choice is.
Today, we need executive leaders who can take their teams and their people on a journey into the future where nothing is certain. We need leaders who are able to lead with confidence.
Unfortunately, you can’t just enroll your leaders in a training course and teach them new ways to think. Leaders need someone by their side, talking them through it every step of the way. Business coaching makes that happen.
Executive leaders bear the brunt of high expectations. Everyone expects them to get results despite change. And everyone expects leaders to transform their organization to stay ahead of that change. Add to that society’s expectation that executives should also lead in their communities, and it’s a tremendous weight to bear.
Societal expectations of leaders present challenging issues that some executives aren’t prepared to confront. Sometimes they’re issues that executives aren’t familiar with. So, one role of a coach is to point leaders in the right direction when they’re inexperienced with a subject. Coaches can help leaders become more familiar with a wide variety of topics that they may be called upon to address as leaders of their organizations.
Executive coaching can spur a leader’s agility. It helps leaders recognize that they can rely on themselves to be able to engage with their teams. Perspective from a skilled executive coach can also show them how to lead their organizations in a different way.
Coaching equips leaders to meet a future that is very different from anything that they’ve experienced in the past. That’s especially important when the onus on leaders is increasing as organizations recognize the need to transform. Coaching allows executive leaders to feel that they can demonstrate the confidence and skills needed for today and for tomorrow.
In short, executive coaching is one of the fastest ways to help a leader grow. Executive coaching helps leaders land on deeper insights and reach more clarity to better lead in their role at their organizations. It can also help your organization manage important leadership transitions, sustain behavior change and achieve better results.
Executive coaches must serve as a mirror, facilitator, trusted advisor and source of external perspective to the leader. Effective coaches provide clear, direct feedback to create an atmosphere with the right balance of challenge and support to equip the participant, orchestrate development and accelerate learning.
Good executive coaches are able to meet their clients where they are. But they also challenge clients to discover new insights and achieve clarity that they couldn’t have reached themselves. When you’re choosing an executive coach, look for the following attributes: