Executive & Team Coaching
People Are Your Most Important Asset!
No matter how large or small your market share. Whether you are a traditional or digital company, attracting and
keeping good people is your best strategic advantage. That is why we have spent so much time over the last 20 years developing our unique system of executive and team coaching. We know that tomorrow's high
performers are not born, they are mentored, encouraged and developed by organizations who care enough about their own future to invest in their people's future.
Practical, powerful, personalized and
performance driven. These are four phrases that describe our InfoSystems evaluation and management development system.
Utilizing our innovative InfoSystems Management and Leadership Skills Assessment and our
Management Development Action Plan as a starting point, we are able to provide your organization with some of the most impactful and relevant executive and team coaching available today. In fact, we have found
that assisting individuals and teams to maximize their leadership and management potential, learn new skills and contribute more effectively to the well being of the organization is a critical part of any sustainable
organizational development and change program. This program can be utilized on behalf of entire teams or on an individual basis with specific senior executives who wish to expand their leadership and management
Eight Part Process
Introduction and Assessment. As part of our whole systems
cultural change programs, one of our consultants first meets with
the coaching candidate or the team to identify the primary goals
and desired outcomes. They then reach agreement on the ground
rules for the program and schedule an on-site session to assess
the candidate's and/or team's primary leadership and communication
style. This session is also used to dialogue with the individuals
at various levels of the organization with whom the candidate
of an InfoSystems 360-Degree Management & Leadership Skills
Assessment Instrument by a list of personnel provided by the candidate
and the organization's Director of HR or OD. This list should
include at least 10 individuals who function as peers and direct
reports to the senior executive being coached.
and analysis of the InfoSystems 360 Degree Management and Leadership
Skills Assessment and preparation of a Leadership Profile by the
Information & Training Company.
session to discuss the Leadership Profile Report and the observations
made by the coach during the on-site assessment. This session
also involves the introduction of the InfoSystems Management Development
of an InfoSystems Management Development Action Plan by the senior
and telephone review of the development plan and final agreement
on steps to be taken by the senior executive, the timing and the
metrics by which success will be measured.
or bi-weekly coaching sessions – on-site and by telephone – designed
to track progress on the execution of the Management Development
Action Plan, debrief specific practical situations, assist in
the integration of lessons learned and the development of new
core leadership and communication competencies. The frequency
and duration of these sessions is dependent upon the recommendations
of the coach and the progress made by the senior executive as
determined by both parties. Traditionally, an initial series
of coaching sessions can last between twelve and sixteen weeks
with at least one and sometimes two sessions per week. This
cycle will produce very clear and measurable results. In
some instances a longer time frame is needed.
and evaluation. This is optional and can include re-adminstration
of the 360 Feedback instrument, interviews with those people who
originally evaluated the individual, and/or an interactive feedback
session between the coach, the individual and members of their