Elevate your leadership with professional executive coaching.

In a recent Forbes article, the invaluable benefits of executive coaching for leaders were underscored, along with ten insightful questions to consider when selecting a coach. Here’s why you could choose me to guide you on your journey to success:

Firstly, let’s distinguish between a coach and a mentor:

• Mentorship: A mentor shares wisdom, skills, and experience, often providing direct advice.
• Coaching: A coach guides you to unearth your goals and discover solutions to unlock your full potential, fostering growth.

1. What is your coaching process?

My coaching process comprises five strategic stages:

• Chemistry: We start with a complimentary 30-minute call* to ensure our compatibility and to discuss how my expertise can meet your needs.
• Contract: We establish a solid coaching agreement and contract.
• Compass: Together, we design, clarify, and align your objectives, fostering self-discovery and goal orientation.
• Pathfinding: Through regular coaching sessions, we explore insights, perspectives, and mindsets to generate solutions and strategies. This involves two sessions per month of 45-60 minutes each for a minimum of three months, reinforced by actionable steps and reflection.
• Port: At the natural conclusion of our partnership, I provide support for your transition.

2. How would you describe your coaching style?

My coaching style is rooted in understanding, agency, and legacy, helping you navigate and effect change.  It’s driven by the International Coaching Federation (ICF) philosophy, backed by over 125 hours of ICF-accredited training.  I also hold certifications as an NLP Master Practitioner and Wild Coaching for Learning.  The Inner Development Goals underpin my approach to self-awareness.  #leadgoodchange.

You lead the way, and I provide the guidance.  The coaching time experience is entirely focused on you.

3. What are the critical elements for setting a coaching engagement up for success?

Success in coaching requires:

• Your strong motivation for learning and growth.
• Trust and rapport between us.
• Co-creating our relationship and methodologies.
• Your organisation’s commitment to support and align with our goals.
• Honest, challenging, and forthright sessions from a foundation of active listening.

4. When have you worked through a coaching situation that didn’t go well, and how did you handle it?

I once encountered a situation where a newly promoted manager wasn’t actively engaging in the coaching process.  After an open discussion, we realised a lack of perceived necessity for change and growth.  Through transparent dialogue, including their manager, we realigned our focus for better clarity.

5. What are your key areas of speciality when it comes to coaching?

My expertise lies in leadership, change and resilience. I specialise in various domains, including leadership development, career transitions, strategy formulation and business transformation, fostering resilience amid complexity and uncertainty.

6. What do you need from me to ensure the coaching engagement is successful?

Success hinges on your:

• Commitment to regular sessions, reflection, and action.
• Preparation and openness to new possibilities.
• Willingness to act when necessary.
• Timely communication about any concerns.

7. What is your approach to confidentiality, especially if the company I work for is paying for it?

Confidentiality is paramount.  I strictly adhere to the ICF Standards of Ethical Conduct and GDPR compliance and ensure that all coaching and company information remains confidential.   Our agreement will outline how information is shared between us and your employer. No personal information shared in confidence is ever disclosed to anyone.

8. How will you partner with my manager and/or HR throughout this process?

In addition to our initial intake session, we engage with your manager and HR to align goals, maintain confidentiality, and provide regular updates.

9. How do you measure progress and impact?

Progress is tracked through reflection and self-accountability. Before each session, you reflect on your journey and set the agenda, emphasising the most important next steps for learning and growth.

10. How do you ensure what we work on during the engagement is supported and enabled beyond the coaching engagement?

Our coaching journey empowers you to become more self-aware and ultimately self-coach.   Reflection becomes second nature and helps you to build a robust support network and deeper stakeholder relationships.

Coaching is a transformative catalyst for achieving adaptability and resilience in our complex world.  According to the International Coaching Federation, 86% of organisations witness a return on investment in their coaching engagements, with 96% of executives expressing their willingness to repeat the process.

I understand that choosing a coach is a significant decision, and I’m here to support you every step of the way. Reach out today to explore executive coaching opportunities: elaine@klarafutura.com