Leadership & Business Coaching

A study by the International Coach Federation (ICF) reported that most small business owners, who hadn’t been coached, would like to achieve positive change in their business development, career, and financial and physical health.
The top six professional and business development areas identified in the study were:

  1. Productivity and effectiveness
  2. Planning
  3. Sales and marketing
  4. Business management
  5. Positioning their firm for the future
  6. Leadership.

Of those in the study who had been coached, their top four professional and business development areas were:

  1. Productivity and effectiveness
  2. Leadership
  3. Sales and marketing
  4. Planning

The most valuable results of the business coaching experience?

  • 28% of small business owners said brainstorming
  • 28% of small business owners said independent viewpoint
  • 18% of small business owners said encouragement
  • 15% of small business owners said being accountable to the coach

 

AT NDLD WE TAILOR THE COACHING TO THE NEEDS OF THE CLIENT

PROGRAM SPECIFICS:
Coaching creates focus and results in meaningful action and improvement in areas such as:

• Understanding vision, alignment and execution
• Accountability
• Leadership ability and presence
• Ethics
• Relationship building
• Succession Planning
• Setting a vision
• Workforce development planning
• Delegating
• Business Strategy
• Leading change
• Ongoing professional and personal development
• Team building
• Utilizing strengths
• Recognizing how you are perceived by others
• Leadership communications

Four Types of Leadership Coaching

ExecutiveLeadershipManagementEmerging Leader
Leaders with direct reports, budget responsibility and organizational strategy responsibility 

1. DiSC® 363 degree feedback to identify areas of understanding
2. Work of Leaders assessment to identify vision, alignment, and execution methods and developmental areas.
3. StrengthsFinder assessment to identify personal strengths. These three assessments are the foundation of the coaching.
4. 12 sessions over a one year time period.
5. DiSC® 363 degree feedback to compare against the first to measure change over the year.

Leaders with direct reports and budget responsibility

1. DiSC® 363 degree feedback to identify areas of understanding
2. StrengthsFinder assessment to identify personal strengths. These two assessments are the foundation of the coaching.
3. 8 sessions over a one year time period.
4. DiSC® 363 degree feedback to compare against the first to measure change over the year.

Leaders with direct reports in a departmental management role

1. DiSC® for Managers to build communication, delegation, and motivation skills
2. StrengthsFinder assessment to identify personal strengths. These two assessments are the foundation of the coaching.
3. 6 session over a 6 month time period

Individual contributors identified as emerging leaders

1. DiSC® for the workplace to build understanding of behavior and communication styles.
2. StrengthsFinder assessment to identify personal strengths. These two assessments are the foundation of the coaching.
3. 4 sessions over a 4 month time period

WABC

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