Case Studies

The Executive Coaching Experience.

"When asked a friend whose life and business was suddenly skyrocketing how she did it, she had two words for us: Doug Winnie."

Like most people, we all get out of bed every morning with varying levels of hope, motivation, ambition, drive, dreams and lists of things to get done. We do this in the faith and belief that we can make a difference in our lives and to others by applying our dedicated work and our best intentions to a short or long term plan. We also believe that the sum result of our efforts will bring long-term achievement, and rewards.

Sometimes, day after day and year after year these results seem just as far away from materializing as they did seven years or more prior.

"Now we too are succeeding and Doug's coaching is the key factor. Doug is the consummate professional, lending his years of extensive experience and fine-tuned coaching skills to every aspect of our goals and plans. As a husband-wife team, communication is imperative and each week Doug gets us to the core issues of 'why' and keeps us motivated and inspired. He sets the bar high and makes us want to clear it!"

Like many of our clients, it is not their will to achieve, nor lack of ambition, and it is not their experience, capability or skills. It is not due to the lack of a good plan and it is not that they don't work hard or put in the hours. For one reason or many reasons they are simply failing to execute the critical factors that will make a difference to their results.

Executive Coaching takes an objective analysis of the client's situation and works on the premise that for things to change, things MUST change. Using communication and behavior analysis an Executive Coach can identify small challenges that when tested and modified, can make significant changes in the results a person achieves. While on the surface the communication between Doug and his clients is about getting to the core issues. Doug is using a very refined coaching technique of challenging paradigms that hold us in habitual patterns. He is digging for information and confirmation well advanced of where most conversations stop.

He uses a plan that week by week builds on the previous conversations to advance the clients understanding of what actually may be holding them back from the successes they have been chasing. These are not his opinions by the way; these are building on the weekly blocks of new understandings and enlightenment that the clients themselves have gained through Doug's communication techniques.

Consistently being told by someone what else you 'should be doing', 'need to be doing' or 'should stop doing' is certainly not motivating for anyone and can be annoying and demotivating. Executive Coaching is a specialist field of asking the right questions, allowing discovery and reflection and supporting a client often through a large or small personal and professional break-through.

The coaching relationship is built on integrity, trust and open dialogue that changes from week to week depending on the client needs and their goals for coaching.

The coaching relationship is a binding commitment to change on both sides of the relationship. Your unique situation and needs requires both the coach and client to commit to seeing with new eyes every session, and to commit to honesty in observation, communication, participation and application.

Executive Coaching Case Studies

Neil's Blind-spot

Neil is an associate project manager at a Global company. He has been with the organization since coming on board as a graduate 7 years ago. The company is a global leader in their industry and is highly sort after for graduates and skilled professionals in the specialist industry.

The organization has just undertaken their annual performance appraisal program and Neil received a very good appraisal based on his performance and targets on his projects.

This particular year the organization has undertaken a talent identification program to seek out the current employees that they hope will be the organization's leaders for tomorrow.

The organization required all identified staff to then undertake a psychometric test to consider the participants behaviours and traits, leadership strengths and challenges. Then the participants completed a 360 degree feedback from their peers, mentors and managers to further analyse their 'fit' with the company's preferred values and future leadership directions.

Neil's confusing feedback

Having been identified as a potential leader and offered a place on the Talent Development program, Neil was excited and enthusiastic about his future with the organization. That was until he received his 360 degree feedback. It was a shock to Neil that while senior management and board members had short-listed him because of his performance, onto the program, their feedback in the 360 report was deflating and confronting. This can often be the case when a person's 'blind spot' is put under examination.

Neil and others in the program were appointed an external Executive Coach. The coach was given a copy of Neil's psychometric profile and his 360 degree feedback to work with.

The coach's brief was to work with Neil to explore the implications of the 360 degree feedback and to assist him to set some positive actions to improve his 'potential derailing' habits and behaviours.

The coach met monthly with Neil for up to two hours and the sessions involved exploring the intentions and consequences of the identified behaviours for improvement. Monthly strategies were identified to address both Neil's behaviours, and also to improve his relationships with his peers, mentors and managers.

The influence and positive manipulation of key relationships is crucial to a person's success within an organization. The strength of Neil's relationships with these key people will also determine the general and specific perception of Neil and may just be the key to a promotion or opportunity in the future.

Every month the coach worked on a different behaviour or perception and set Neil some tasks to help him critically reflect on the resourcefulness of his habitual behaviours. Neil was asked to determine how to make small adjustments in communication and behavior to change the message and impressions he was unwittingly sending out.

Within four short months, Neil had made small but significant developments in his relationships that not only improved his project management communication, client satisfaction and work behaviours, but it also had a positive impact on job satisfaction and stress levels. Neil became more relaxed about his performance and more confident about his ability to manage the high pressure workload. As you can imagine this was also noticed by his family. Neil was given larger projects and more responsibilities and was looking forward to the next performance appraisal where he was confident that he would be elevated to senior associate.

Every coaching situation is different

The fantastic and fascinating thing about coaching is the uniqueness of every coaching client and every situation. How a client chooses to be coached and the techniques a coach chooses to use will be dependent on many variables, but at all times the methods and relationship is negotiated between the two parties.

Neil's story is one example of a coaching strategies that was successfully employed, however given the exact same situation, the exact same company, but a different client or coach, the dynamic of the relationship and the individual personalities involved could mean a totally different approach may have been taken and negotiated. Coaching is an elegant relationship between two parties that must be mutual and specific to those involved.

In one study conducted by MetrixGlobal LLC, companies including Booz Allen Hamilton received an average return of $7.90 for every $1 invested in executive coaching.

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A recent study of Executive Coaching in a Fortune 500 firm by MetrixGlobal reported a 529% return on investment and significant intangible benefits to the business.

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A survey by Manchester Inc. of 100 executives found that coaching provided an average return on investment of almost six times the cost of the coaching.

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An internal report of the Personnel Management Association showed that when training is combined with coaching, individuals increase their productivity by an average of 86% compared to 22% with training alone.

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A Hay Group study of Fortune 500 companies found that 21 to 40% utilize Executive Coaching; Coaching was used as standard leadership development for elite executives and talented up-and-comers.

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A 2001 study on the impact of executive coaching by Manchester Inc. showed an average ROI of 5.7 times the initial investment or a return of more than $100,000, according to executives who estimated the monetary value of the results achieved through coaching*.

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A 2001 study on the impact of executive coaching by Manchester Inc. showed an average ROI of 5.7 times the initial investment or a return of more than $100,000, according to executives who estimated the monetary value of the results achieved through coaching*.

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