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Executive Coaching Singapore Mentoring and Coaching Singapore

Executive Coaching Services

Transforming the NextGen Leaders

“Executive coaching focuses on developing a top executive’s full potential by coaching them to think and act beyond existing limits and paradigms. Executive coaching is a highly individualized form of leadership development and support available because it is based on the understanding that in order to be maximally effective, executives must accurately identify their strengths and areas of development, examine the impact of their behavior on others, and regularly and intentionally reflect on their values, goals, and effectiveness.

Executive Coaching can be defined as a confidential, highly-personal learning process, involving action learning and working in partnership, combining an executive coach’s observations and capabilities with an executive’s expertise; the result is that the executive achieves better and faster results-oriented outcomes. It is therefore important to create a coaching environment that is founded on trust because in a normal working day, the executive works in a fast-paced, complex and pressured environment and there is little time to sit back and reflect on the range of issues facing him/her.”

– Prof Sattar Bawany (2018)
The Coaching of NextGen Leaders: The ADAM Coaching Methodology
Leadership Excellence Essentials, Issue 04.2018

Executive coaching focuses on developing a top executive’s full potential by coaching them to think and act beyond existing limits and paradigms. Executive coaching is a highly individualized form of leadership development and support available because it is based on the understanding that in order to be maximally effective, executives must accurately identify their strengths and areas of development, examine the impact of their behavior on others, and regularly and intentionally reflect on their values, goals, and effectiveness.

The strength of executive coaching lies in the fact that it is almost exclusively an executive development strategy that builds leadership and management strength because it is ultimately concerned about understanding where the executive is, where it is that they want to go, and the things that they would have to do to get there. It is often lonely at the top for chief executives as they generally keep their own counsel, mainly because they find it difficult to discuss matters with colleagues and cannot or choose not to share their concerns with spouses and families — executive coaching offers a way out of this by providing an opportunity for the executive have an independent sounding board and strategic partner in a safe and confidential environment.

Executive Coaching can be defined as a confidential, highly-personal learning process, involving action learning and working in partnership, combining an executive coach’s observations and capabilities with an executive’s expertise; the result is that the executive achieves better and faster results-oriented outcomes. It is therefore important to create a coaching environment that is founded on trust because in a normal working day, the executive works in a fast-paced, complex and pressured environment and there is little time to sit back and reflect on the range of issues facing him/her.

The CEE  Brochure for Executive Coaching Services is available as a download here.

 

The Centre for Executive Coaching (CEC), a wholly owned division of CEE, delivers internationally recognized certified professional coach training programme for individuals interested in entering the field of executive coaching, as well as executives seeking to become better managers and leaders as managerial coaches in their respective organizations.

The Coaching Approach

Effective coaching is a major key to improving business performance. Executive Coaching focuses on the qualities of effective leadership and improved business results. It is comprised of a series of structured, one-on-one interactions between a coach and an executive, aimed at enhancing the executive’s performance in two areas:

  • Individual personal performance
  • Individual organisational performance

When executives are first confronted by being coached, they are not always clear about how best to use their sessions and quite unaware that it is they who set the agenda; in fact, some executives expect executive coaching to be like a one-on-one tailored training programme where the executive coach initiates the agenda. Executive coaching teaches the beneficiary to minimise, delegate, or outsource non-strengths by changing ineffective behaviours or changing ineffective thinking.

The up-front purpose of executive coaching is to develop key leadership capabilities or focus required for their current role, but it can also be used as an instrument to prepare them for the challenges of the next level. The whole coaching experience is structured to bring about effective action, performance improvement, and personal growth for the individual executive, as well as better results for the institution’s core business.

An Executive Coach only has one item on his agenda – the client’s success. This means going where it might hurt, and keeping a client accountable to achieving their goals. Coaching helps people grow personally and as professionals. This growth allows then to commit completely to the success of an organisation. When professional coaches work with organisations they can turn performance management into a collaborative process that benefits both the employee and the organisation.

Our Executive Coaching Solutions provide coaching on a one-on-one basis, providing an invaluable source of support and development for your managers and business leaders focuses on organisational results and business outcomes.

Our Executive Coaching solutions are offered ‘face-to-face’ with support via the telephone and email, if and when necessary.

Who Benefits From Coaching?

Perhaps the better question is, who doesn’t? We have all had managers and clients whose leadership, team-building, change management, or interpersonal skills are non-existent. The primary goal of coaching is to help people become more effective. Coaches work with individuals to help them overcome personal obstacles, maximize their strengths, and tap into their full potential. Still, the greatest value of coaching, aren’t just the business solutions, but the personal insight. An individual may think they are hiring a coach to help increase revenue, but what they will ultimately get is a big dose of self-awareness too.

In today’s economic environment where organisations are rapidly evolving, coaching can have a significant strategic impact. Unlike typical training and development, coaching provides continuous learning and develops people to meet current and future needs. Coaching is an investment that you make in developing your key resource people for the long-term benefit of your organisation.

The Difference between Coaching, Managing, Consulting & Training

“The goal of coaching is the goal of good management: to make the most of an organisation’s valuable resources.” 

Harvard Business Review, Nov-Dec 1996

Harvard Business Review

Coaching, managing, consulting and training are all related, and sometimes overlap. However, at their foundation, they are distinct in their focus of attention.

A professional coach’s primary attention is to tap into the client’s own vision, wisdom and directed action in service of the client’s self-identified agenda. The client applies himself/herself to his/her whole life usually including, and often focusing on their professional endeavors.

A manager’s primary attention is to achieve specific organisational results through their direct reports. To that end, they may direct and/or develop those direct reports through performance feedback and may use coaching skills.

A consultant’s primary attention is to achieving organisational results (often large systems change) through the application of specific expertise. They may or may not also be charged with transferring knowledge or a skill set to their client.

A training and development professional’s primary attention is the successful transfer of specific information or skills to their clients. Again, a trainer may well use a co-active approach and coaching skills.

Our Coaching Methodology

ADAM-Coaching-Methodology

Assess: Through a series of assessment and information gathering from various stakeholders, the coachee determine how their performance links to current business goals.

Discovery (Debrief): The coachee will be provided with feedback based on the results of the assessments and with the support of the Coach will develop a Development Plan which will enable coachees to determine what to do to close the gaps in their leadership capability. The Sponsor will sign off the Development Plan to ensure that there is alignment to the business objectives.

Action Plan: The Coachee will implement the Development Plan by taking well-defined action steps and regular feedback during scheduled coaching sessions with the Coach which enables the Coachees to move toward measurable goals.

Measure: A full evaluation of the coaching process and engagement based on the agreed success metrics at the beginning of the assignment yields objective measures of business results and professional outcomes for both the organisation and the coachee.

Our Suite of Executive Coaching Solutions:

In collaboration with our Strategic PartnerExecutive Development Associates (EDA), offers the following suite of Executive Coaching Solutions:

  • Coaches for C-Suite Executives for CEOs, Presidents, EVPs and Heads of Business Units
  • Coaches for Executives and Leaders for SVPs, VPs and all the way down the leadership pipeline.
  • Embedded coaches in internal action learning, high-potential or executive development programs to gain real-time exposure of executives.
  • Coach-the-Coach Internal certifications for internal or external coaches for a specific organisation.  This ensures that coaching across the organisation is aligned with the businesses strategic objectives and the coaches all follow a similar process.
  • Design and coordination of organisation-wide executive coaching programs to ensure an effective use of the company’s resources.  Coaching levels are assigned with pre-set investment amounts.  Coaches are chosen and trained and processes are set for decision-making, tracking and reporting of development metrics.

Panel of Executive Coaches

Panel of Executive Coaches

Our proven track record in partnering working with organisations to enhance workforce effectiveness has given us in-the-trenches, first-hand perspective on the leadership challenges facing today’s organisations. Not surprisingly, we require our executive coaches to possess this real-world perspective, too. Most of them have held demanding executive roles, and all of them:

  • Have substantial track records developing executive talent and possess multiple certifications in performance assessment and executive coaching
  • Are connected to peers worldwide whose leadership experience and executive coaching best practices continually inform their work with your executives. They are as committed as your leaders to using the coaching process to achieve measurable improvements in business performance
  • Have substantial multi-national industry experience, which draws on EDA’s global research into executive development trends, and take an active part in industry think-tanks, bringing together peers to discuss the latest leadership development challenges.

 

Sample Certifications of our C-Suite Executive Coaches

Coaching Fees

Our executive coaching fees vary depending on the situation and needs of each client. Should we mutually agree we are a good fit we can then submit a proposal outlining our executive coaching fees.

For a no obligation discussion on how CEC could partner with your organisation in delivering highly impactful Executive Coaching solutions for your leadership team. please email us at enquiry@cee-global.com.

Testimonials

General Executive Coaching
Prasarana Developing Coaching Culture

For further Client Testimonials, please visit here.