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Executive Coaching Solutions

Executive Development Programs

Program 1: Executive Coaching Solutions


Executive Coaching is one of the fastest growing and most misunderstood professions of this decade. Coaching used to be an “executive perk” for large company executives to help them make better business decisions. Today, coaching is rapidly being recognized as one of the best strategic weapons a company can have in its arsenal. 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 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 organization. When professional coaches work with organizations they can turn performance management into a collaborative process that benefits both the employee and the organization.

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 organizations 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 organization.

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

The Executive as a Coach,
Harvard Business Review, November 1996

The Difference between Coaching, Managing, Consulting & Training

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 organizational 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 organizational 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.

CEE “A.D.A.M.” 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.

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.

CEE Global Executive Coaching Solutions:

    • Coaches for C-Suite Executives
      • CEOs and executives reporting directly to the CEO
      • Senior HR executives
      • High Potential Leaders
      • Chief Learning Officers
      • Heads of Executive/Leadership Development
      • Heads of Talent Management
    • Coaches for Executives and Leaders 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 organization. This ensures that coaching across the organization is aligned with the businesses strategic objectives and the coaches all follow a similar process.


    • Design and coordination of organization-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.


    • Group Executive Coaching as a post-workshop intervention for participants of executive development programmes.


Overview of Group Executive Coaching (GEC)

A uniquely powerful feature we offer as part of our coaching programs is group coaching for high potential managers. We will deliver group coaching sessions to help participants address the leadership competency gaps identified earlier from the psychometrics assessments (including but not limited to 360-degree feedback) that the participants have undertaken.

The Group Coaching as an intervention will also work towards developing the managerial coaching competency of the participants (coaches).

To maximize the impact of coaching, managers need to help each employee focus on developing those capabilities that will contribute most to both individual and organizational success. In a knowledge economy, however, the kind of coaching needed to have the required impact goes beyond traditional ideas of giving feedback and expert advice to direct reports. Most managers need support and guidance in order to lead and develop their people effectively.

The methodology deployed presents a fully developed coaching model for your managers to implement immediately in the workplace. The managers are challenged to raise their standards for constructive, collaborative conversations, and they develop practical, business-based skills and competencies. The program provides the tools to facilitate coaching conversations and maximize the effectiveness and productivity of workplace communications.

Format of Group Executive Coaching Sessions

As part of the career development plan, we recommended that group coaching sessions; three (3) sessions of about two (2) hours each will be provided for each participant.

These sessions will take place over a three (3) month period where participants will work with a CEE Executive Coach in discussion of leadership challenges, case studies of real-life work scenarios encountered.

Each Group Coaching session will accommodate up to a maximum of five (5) participants in view of the nature of the facilitation of the coaching sessions.

Coaching Professional 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.

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

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