Overview of SLR’s Executive Coaching Process

Our coaching activities are in the service of supporting behavioral success in leadership contexts such as onboarding, transitions, preparation for advancement, prevention of derailment, and career development.

Engaging in executive coaching means that the leader recognizes that they have a thought partner, confidential sounding board, and supportive voice of reason when they need it most. It also means that they have to be actively engaged in tapping those resources. Leaders who pick up the phone, shoot over a text, generate a commitment to a new behavior or practice, or choose to interact outside of the formal meetings get much, much more out of coaching than those who don’t. The result is that some clients are able to move the needle much faster than others because they leverage their coach in this powerful, proactive way. To make sure the leader does the same, at the start of the coaching partnership, we hope he or she will ask questions like, “How do your best clients work with you?” and apply what will work for them and the coaching relationship they’re engaged in.

General Approach with the Coach:
Program Duration and Content

  • 3 month program, 6 months, and 1 year.
  • One-on-one coaching sessions held twice monthly, by phone or in a virtual setting such as using “Zoom” (which is similar to Skype) – usually 1 hour to 1 ½ hours.
  • Periodic meetings with the leader’s manager for information gathering, discussions, and on-going support.
  • Preparation for one-on-one sessions, which include phone/Zoom meetings and occasional face-to-face meetings as needed.
  • Provide assessment through several means, such as on-line assessment tools and stakeholder interviews, involving analysis of themes and feedback (written and oral) in order to focus the work in targeted development areas and set up measures for progress.
  • There may be additional real-time coaching conversations between regularly scheduled sessions, when and as needed, to support the leader when specific, unplanned and/or urgent needs arise.

Executive Coaching Process Overview
I. Introduction

  • Meet with the client to lay foundation to clarify situation/challenges.
  • Agree on initial goals.
  • Review draft and assist in development of coaching plan to address goals.

II. Assessment and Exploration

  • Determine criteria for success re: the program and desired performance and behavioral criteria for success.
  • Determine method of data collection, using client-based or other tools, which may involve on-line assessment, structured interviews with key stakeholders, or a blend of these.
  • Conduct assessment(s) and analyze trends and risks – focusing on the areas for development and recommendations for actions, practices, etc.
  • Discuss key themes from data collection.
  • Assess behavior and any stylistic impacts related to success in the role and in the organization as well as identify key areas for success where developmental focus will make a measurable difference.

III. Goals and Strategies

  • Identify options for skill development and identify changes in behavior patterns/practices.
  • Establish long-term behavioral success goals.
  • Determine development strategies, have a three-way meeting with manager, and gain alignment with goals, strategies and support to reach alignment and agreement.
  • Design and communicate exercises and tools to build awareness of behavior patterns and develop any new practices/habits.

IV. Ongoing Development and Reinforcement

  • Use of the “Habit Builder”, a practical tool that reinforces a chosen behavioral commitment over a specific timeframe, through regular reminders, personal journaling, the choice of a supportive “accountability peer,” and measurement with a personal reflection.
  • Track development with an activity report that goes to the client’s manager.
  • Hold a mid-way review of progress – through the client’s personal reflection through the coaching engagement to date, and a three-way meeting with manager.
  • Modify goals and strategies to adapt to changing conditions.

V. Re-Assessment and Exploration

  • Review progress over the course of the coaching program.
  • Prepare for end of formal coaching relationship, and assess whether to continue.
  • Clarify any changes or further needs with key behavior patterns, involving critical incidents.
  • Assess behavioral, knowledge and skill impact related to success in role and with respect to goals with a personal reflection from the client and a closing meeting with the client’s manager.

Previous Client Experience:

CEO through Manager Levels: Finance, Operations, Engineering, Manufacturing, Sales & Marketing, Human Resources, Research & Development, Supply Chain, Distribution, Real Estate, Quality Assurance, Advertising, Hospital, Pharmaceutical, Medical Devices, and Telecommunications.

Sample of Coaching niches:

  • C-Suite Executive Leadership
  • High Potential Development
  • Women’s Leadership
  • Accelerating New Role Transitions
  • Executive Successor Readiness
  • Sales Leadership
  • Global and Virtual Coaching

Sample Representation of Clients:

Allianz Global Investors, Amerisource Bergen, AXA Financial, BASF, BMT Aerospace, Boehringer Ingelheim, CTB Inc., Daiichi Sankyo, Deloitte, Dress for Success (Nonprofit), Emerge (Non-Profit), GE, Hudson, Intarcia Pharmaceutical, Janssen Research & Development, Johnson & Johnson, KPMG, LaFarge, Liberty Property Trust, Lockheed Martin, Merck, Merrill Lynch, MobilexUSA (Health), Neutrogena, NYC Department of Health and Mental Hygiene, New York University, Starcom MediaVest, Optimedia, Ortho McNeil Pharmaceutical, PJM Interconnection, Publicis Touchpoint Solutions, New York University, Nokia Siemens Networks, Ontario Teachers Pension Plan, Roxtec, Sharp Packaging, Stryker, Sunovion, Sun Products, T&M Associates (Engineering), Trenton Childrens Chorus (Non-Profit), and Trinity Wall Street.


Variables involve length of engagement, diagnostic assessment choices along with the number of respondents, frequency of coaching sessions, and 3-way meetings with
the client’s manager.

  • 3 months of coaching: ranges from $10,000 – $15,000
  • 6 months of coaching: ranges from $18,000 – $23,000
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