The vast majority of small and large organizations, U.S. and international, have undergone very significant business challenges during the last six years. At the same time, the desire by shareholders and owners for organizational performance improvement has intensified largely as the result of market and competitive challenges, and desire for continually improving competitive, efficiency, technology and financial performance.

Our individual and group executive mentoring services provide focused and organizational performance centered coaching, assistance, counseling, perspective, development and direction to executives while being grounded in business reality that is P&L focused.

The manner with which our assistance is implemented varies from organization to organization and from executive to executive, but the philosophy is similar. Our process provides a system that helps the client organization and its executives develop in a manner that overtly and directly support the business objectives of the client organization.

Development areas that we frequently assist senior executives with are:

• Adult Learning Understanding
• Behavioral Adjustments
• Competency Identification Skill
• Cost-Benefit Analysis Skill
• Decision Making Skill
• Delegation Skill
• Development Of Appropriate Mental Toughness
• Executive Teaming Skill
• Feedback Skill
• Futuring Skill
• Goal Pursuit Alignment
• Independent Thinking Skill
• Intellectual Versatility Skill
• Organization Behavior Understanding Skill
• Performance Standards Improvement Skill
• Political Overtone Elimination Skill
• Questioning Skill
• Relationship Building Skill
• Short term executive seasoning
• Upward Communication Skill

Because of the prevalence of sports within U.S. culture, the unfortunate reality is that when the term "executive coach" is used a sports model of coaching most often occurs. By definition, a "coach" has too much leeway in the performance of his or her duties and the behaviors of the coach can range from Bobby Knight to Vince Lombardi. In sports, coaches get fired but players rarely do. That is because the coach holds all responsibility for the results of the relationship. The monkey is never transferred to the shoulders of the individual being coached. The coach is always within view of the individual being coached and the coach calls all or most of the plays. Very few professional sports players become successful coaches largely because when an individual is "coached" they tend to become dependent upon being coached rather than become outstanding at being a coach.

The "coach" model has very little or no positive impact upon the professional capabilities of senior executives for those reasons alone. In summary, to mentor is to teach or guide rather than call the shots. When accomplished mentors are utilized at senior executive levels and the mentoring system itself is structured properly, performance improvement and relationship success levels hover between 80% and 90%.

Contact us or call us at 480-467-0344 and we would be pleased to provide you with further information about these or other areas where you may need assistance.