Coaching
for
High Potentials
How do you develop and retain your top performers?
Most new leaders don’t receive any formal training upon stepping into their supervisory role. They’re doing the best they can with the skills they have, but unfortunately, many fail.
Even with formal development programs in place, some high performers never reach their full potential, and may even leave a promising career path. Why?
They may have developed the technical skills and how-to’s needed for their role, but haven’t yet moved past their limiting behaviors. Addressing these behaviors is key to leading effectively in today’s complex environment.
Coaching helps your high potentials develop both the skills and the leadership consciousness required to achieve unprecedented results, both professionally and personally.
Who is a top performer? Those employees that you’d hate to lose. Your clients love them!
They’ve been identified for the partner track or are a part of your firm’s succession plan.
They simply need to hone key skills to be successful at the next level.
THE FUTURE OF YOUR FIRM DEPENDS ON THEM.
Invest in your high potential performers with one-on-one leadership coaching. Help your future leaders reach their full potential & lead your firm into the future.
Consider Pairing Coaching with the 360
The level of awareness gained from the 360 survey allows us to dive deeper into the coaching right away. The feedback your employee receives also helps us to focus our development plan in the area that will earn them the most impact.
6 Month
Coaching
WHAT YOU GET
3 Strategy calls between Coach, Coachee and the Firm Champion
We begin with a kick-off call to agree upon the goals & desired outcomes for the coaching engagement
We’ll have a mid-point check in to evaluate the coachee’s progress and adjust our course of action as needed
Finally, we’ll hold a wrap up call to confirm that the desired outcomes were met and set development goals for ongoing progress.
24 coaching calls designed to help the coachee reach their desired outcomes
Understand what drives their automatic behaviors
Identify what leadership behaviors are working, and which they’ve outgrown
Design new approaches and behaviors that will get them to the next level
Develop new habits to solidify long-term sustainable change.
A one-page report summarizing the coachee’s self assessment of progress on his/her development areas, as well as measurement of progress from the firm champions.