Executive Coaching
What: The core of our coaching process is a two-day “catalyst” session that provides skills and strategies targeted to the individual executive. At the close of this session, coach and client create an agreement about how to work together going forward.
Why: Our executive coaching provides leaders with the "escape velocity" they need to break unproductive habits and integrate new ways of working. Leaders better understand their strengths and growth areas, and gain new skills and knowledge to translate this self-awareness into improved performance.
Who: Executive coaching is especially helpful to leaders who have recently been promoted into more challenging positions, those who have high potential but are somehow limiting their own success, and those who need to build or hone their management or leadership skills.
Leadership Coaching
What: A one-on-one coaching approach based on the Proteus Accepted Leader Assessment. The initial session is 1 to 2 days, and includes a confidential report based on interviews and Proteus’ proprietary multi-rater assessment.
Why: Leadership coaching helps clients rise to the challenge of bigger, more demanding roles. They gain a deep practical understanding of the requirements of leadership and discover how they are perceived as leaders. The process then provides a structure for translating this understanding into more effective leadership.
Who: Leadership coaching is helpful to senior leaders in any organization. It is also useful as a support mechanism for people who have been recently promoted into senior-level jobs or who need to assume a higher profile in the organization as leaders.
High Performance Teams
What: A custom-built approach to strengthening senior teams. We use our high-performance team model to help the team assess their own strengths and weaknesses, and then we support them to craft an approach to improving their process and results.
Why: This in-depth process helps assure that an organization's senior teams are fully supporting and driving the organization's success. Senior executives using this approach are far more likely to focus on the key issues facing them and to leverage one another's strengths.
Who: This is especially useful in companies where the senior team may be new to each other or where the team has had difficulty working well together in the past. It is also helpful when a company has undergone significant change – such as a re-organization or merger – and the senior team needs to lead the transition.
