Executive coaching blends the confidential, long-term support desired by high achieving C-level professionals with the practical, action-oriented approach demanded by their sponsoring organizations. Customized to understand the motivations, meet the needs and achieve the goals of the key stakeholders, executive coaching is an impactful leadership development tool proven to maximize individual and organizational effectiveness and achieve targeted and measurable results.

Executive Coach
The quality of the coaching relationship is a key element of success. The coach creates a supportive and safe environment for the executive to comfortably and confidently take the risks necessary to adopt more effective behaviors while minimizing others. Developing a trusting, candid and productive relationship can only happen with a coach you can relate to comfortably. At the same time, your coach needs to challenge you and keep you focused and on your toes.

Linda S. LaBrie is a seasoned corporate executive, business consultant, strategist and coach. She has worked extensively with senior executives and newly promoted leaders in the professional services, manufacturing, financial services, biotechnology and higher education sectors. A Masters Degree in Counseling Psychology compliments her diverse background and strong leadership experience – a combination that has earned her a reputation as an expert in achieving desired behavior change and results. She brings a unique passion, high energy and uncommon personal and professional commitment to the objectives of all stakeholders in the customized executive coaching engagement.

Executive Coaching Engagement
Executive coaching is different from other types of personal development interventions:

1. There are three key stakeholders in the process - the executive, the coach, and the sponsoring organization (as represented by the executive’s superior or appropriate designee) – all working together to build individual and organizational effectiveness and achieve maximum success.
2. The goals of the executive coaching engagement are varied and tailored to meet the mutual needs and objectives of the executive and sponsoring organization. A personal development plan for the executive is formulated to reinforce agreed-upon goals, commitment and accountability.
3. A coaching contract clarifies the goals and establishes the length of the engagement, the frequency/length of coaching sessions, the etiquette and confidentiality of the coaching relationship, payment structure and the timetable for any deliverables, such as 360 interviews. Stakeholders often agree to an initial 6-month coaching contract with an extension provision, if continued coaching is needed or desired.
4. Primary coaching activities take place between the executive and coach with a focus on helping the executive develop new ways of thinking, feeling, acting, learning, influencing, motivating and leading others as well as building habits that will sustain self-reflection and learning long after the coaching engagement ends.
5. Each stakeholder is obligated to contribute to a positive coaching experience and outcome, to build trust and to respect agreed-upon levels of accountability and confidentiality throughout the coaching process.

Coaching Process and Unique Features of this Engagement:

• The three stakeholders discuss needs, formulate goals, determine the scope and duration of the engagement and finalize the coaching contract.
• The initial ½ day, in-person meeting begins the comprehensive assessment process – developing an inventory of the executive’s background (strengths/weaknesses, style, personal values and motivations, etc.) as well as the current position requirements and the complex organizational dynamics in which he/she operates.
• The assessment stage of the engagement is usually completed within 6-8 weeks. During this time the coach conducts 360 interviews with individuals within the organization (and outside, if appropriate) who are important to the executive’s success. Such feedback enables the executive to evaluate his/her development needs through multiple lenses and perspectives and provides the framework for on-going self-reflection, improvement and long-term growth.
• The executive’s personal development Plan is then formalized. The coach and executive work together for the remainder of the engagement to successfully implement the plan and achieve desired outcomes.
• While in-person coaching sessions (usually 60-90 minutes) are proven most effective, some meetings may have to be conducted by phone or webcam to accommodate the executive’s work, life and travel demands.
• The executive is encouraged to invest a minimum of 10 or more hours per month on scheduled coaching sessions, assignments between sessions and impromptu discussions.
• In addition to scheduled coaching sessions, the coach offers 24/7 accessibility to the executive to discuss the results of Plan activities and progress towards goals. The coach encourages constant reflection, provides constructive feedback and helps the executive practice and adopt new ways of building more effective relationships and managing these to greater success for all parties.
• While the relationship between the executive and his coach is confidential and private, periodic status reports will be submitted to the organization’s “designee” to reinforce the shared goals and commitment on the part of all stakeholders.

Executive Coaching Fee Arrangement:
The sponsoring organization typically pays for the total coaching engagement and related expenses. A variety of fee arrangements are available, including fixed fee, monthly retainer and hourly rate.