Executive coaching
This one-on-one process is for senior leaders who want to get the most out of their own leadership. Over five to ten sessions, in person or online, we work on the goals you choose, from assessing the current situation to an action plan.
What is the program about?
One-on-one coaching in person or online, 90 minutes per session, typically 5–10 sessions over 3–9 months.
In an interview, Eric Schmidt, former CEO of Google, named as the best advice he had ever received what he was told in 2002: get a coach. At first he resisted; after all, as CEO, what could anyone tell him that was new? Then he realized that a coach doesn't need to be better than him; it's enough to watch him and bring out his best.
What you take away: a written set of leadership goals, broken down into short and long term; an action plan built into your day-to-day work, with steps you can be held accountable for; a closing review and, with confidentiality preserved, feedback to the sponsor summarizing the directions of your development.
Who is the program for?
For CEOs and senior executives; heads of business units, divisions and regions; and the next generation of leaders identified in a succession program. It is especially timely when, after a change or promotion, previous leadership routines are no longer enough.
When is it worth starting?
- a change of ownership, an integration or rapid growth, when the leader needs to project stability
- business results are on track, but turnover or feedback tells a different story.
How we work
The process starts with a three-way goal-setting meeting involving the leader, the sponsor and the coach, and ends with a joint wrap-up. The content of the sessions is confidential: the sponsor receives feedback on the directions of development, not on the details of the topics.
Executive coaching is a one-on-one, confidential development process for leaders whose decisions affect the entire organization. The leader always brings the topic. The coach doesn't give advice or set the direction: the coach asks questions, reflects back, points out patterns, and helps turn intentions into real action.
The three-way goal-setting is followed by setting short- and long-term objectives, and then by exploring the current situation, including the driving forces that keep it in place. Next come identifying motivation points and action planning, and finally follow-up and embedding the new way of working into daily practice.
Typical topics
- leadership role and strategic focus: setting priorities, practicing saying no, decision-making under pressure
- team leadership: delegation, accountability systems, difficult conversations, managing stakeholders
- resilience and targeted skill development: a sustainable pace, plus developing one or two selected capabilities (time management, communication).
Your coach isn't simply assigned: you choose from a shortlist, after an initial conversation. GROW's coaches are senior professionals with their own leadership or consulting experience; since 1994, their work has rested on partnership, ethical practice and strong professional foundations.
