Individual Executive Coaching
Common areas of focus include:

Leadership effectiveness
Strategic thinking
Executive presence
People management
Confidence, and
Emotional intelligence

As they work on specific issues, clients expand their capacity for self-awareness, mindfulness, and reflection, stepping back from the action to assess both what they do and who they are as leaders. Insight into past patterns of behavior opens leaders eyes to new choices and more purposeful action in future.

“C-level” leaders can be lonely at the top. They find it hard to get direct and honest feedback and value an outside thinking partner to work through challenging issues. Executives changing job seek guidance as they settle into new roles. High-potential, fast-track employees look to polish certain under-developed leadership skills; and on occasion, managers are asked to work on one or two specific weaknesses that, unless changed, will seriously jeopardize their chances for promotion.

In international organizations, executives on overseas assignment benefit from guidance on cultural adaptation and on how to manage the all important re-entry process. Ali Farquhar works in all these arenas but specializes in high-potential executives who have one or two things that hold them back.

Short term engagements employ a variety of approaches based on client needs. Assessments, video-taping, and 360 degree interviews are available options. The
objectives and process below describe a full, organization-sponsored coaching assignment. The Process steps outlined provide a general coaching framework; each coaching assignment, however, is completely customized to the individual client’s needs and draws from a range of tools and methodologies to fit the circumstances. For other service options, please visit “Services” in the title bar.

  • Engage executive in own growth and development
  • Clarify boss’s expectations and establish success criteria
  • Increase executive self-awareness through feedback and mindful reflection
  • Develop clear picture of core strengths and areas for development
  • Create development plan
  • Implement development plan and handle business issues that arise along the way
  • Promote behavior change to add organizational value and meet success criteria

  • Coach / coachee meet to check compatibility
  • Coach / coachee / boss meet to decide on goals and objectives
  • Data gathering: colleague interviews, assessment tools, personal history interview
  • Feedback
  • Creation of Development Plan
  • Coaching and reinforcement of change
  • Data gathering: follow-up interviews
  • Feedback
  • Self-directed learning plan for post-coaching development