Types of Coaching

MSBCoach provides various types of coaching. Explore our options to determine which is right for you.

Executive

Executive coaching is a facilitative one-to-one, mutually designed relationship between the MSBC coach and a key decision-maker who holds a position of influence in the organization. The coaching is contracted to benefit the executive who is accountable for highly complex decisions with a wide scope of impact on the organization. The focus of the coaching is usually on organizational performance or development; it may also include a personal component as well. MSBCoach takes a holistic approach to executive coaching which includes deep behavioral insight and sustained relationships. We know from experience, the higher a leader goes up the ladder the more they rely upon their relationship and interpersonal skills and less on their technical skills. MSBC coaches partner with your executive team to help them achieve the highest level of desired results.

New Leadership Position

New Leadership Position coaching is a 6-month coaching process that sets new leaders in position to succeed. According to The Center for Creative Leadership, 70% of new leaders fail in their new positions. There are several reasons for this failure, from the inability to move from star performer to star leader, to the inability to adapt to a new culture (when coming from another organization or department). New Leadership Position coaching gives the new leader a coach that will support them to:

  • Learn and adapt to a new environment and culture
  • Recognize and address challenges of moving from star performer to star leader
  • Strengthen and reinforce required leadership competencies
  • Identify and implement “quick wins” to build confidence, credibility, and influence
  • Have a strategic thinking partner, sounding board, challenger and encourager

Participants in New Leadership Position coaching will meet with their coach twice a month and have unlimited email support. Quarterly joint sessions with their leader and their coach are also recommended.

Emerging Executive

Emerging Executive or High Potential Coaching is for leaders within an organization who have been identified for the next level of leadership. MSBCoach works with the identified leader and their reporting manager to create a 12-18 month development plan based upon the needs of the high-potential leader and the organization. The assigned MSBC coach supports the emerging executive or high potential leader with one-on-one coaching, assessments, experiential learning, readings and skill development. The MSBCoach and the high potential leader have quarterly check-ins with the reporting manager to address the leader’s development, identify any additional needs, and make any necessary adjustments.

Transitional

Transitional coaching takes place when a person is in the process of change, such as changing careers, or inheriting new responsibilities and projects. This change can be personal, professional or a combination of both. The purpose of transitional coaching is to provide support, encouragement, planning and accountability while the individual is navigating through a career or life transition.

Performance

There are times specific areas in a leader’s work are affected by their inability to successfully perform in a particular area, or they are unable to achieve the desired results. This is where performance coaching comes in. An example of performance coaching might be a leader who is strong in several areas of their leadership yet struggling in an area such as delegation, running effective meetings, executive presence, building alliances or communicating clearly. Even successful leaders will struggle at times and will benefit from focusing on improving certain areas of their leadership. The purpose of performance coaching is for the coach to work with the individual on a targeted area to create an action plan and bring about desired behavioral changes that will lead to success for the coachee and the organization. The area of performance improvement may be identified by the individual, a superior, a “360-degree” assessment, or any combination of assessments and input.

Succession

Choosing the right successor is one of the most critical challenges facing organizations today. In order to survive the projected “talent gap” you must have a clear succession plan in place. This plan will ensure the successor's ability to thrive in the present and the future. Succession coaching provides the focus and space for the identified successor/s to work on needed areas of leadership growth and development in order to create a smooth transition and the right fit.