When do people hire an executive coach?
At The Field Consulting, we believe executive coaches add the greatest value to an organization and its’ leadership:

• When the stakes are high—the leader is in a key position and their performance makes a critical difference to the organization
• When a new leader has been brought into the organization and the organization wants to maximize the return on its investment
• When a high-potential leader is being groomed to take on new responsibilities or has recently taken on a “stretch” role
• When a senior-level individual contributor is shifting into a leadership role
• When a leader is derailing because

What can expect from an executive coach?
Our view is that a highly qualified executive coach will do the following:

• Establish goals with the leader/client that align with the strategic focus and needs of the organization
• Serve as an insightful and committed confidante / advisor / facilitator as the leader pursues specific development objectives
• Challenge leaders to develop new ways of perceiving themselves and the organizational context in which they operate
• Offer a broad range of resources, exercises, and practices to help the leader realize immediate, tangible results and pursue long-term effectiveness
• Help leaders identify people who can facilitate their development and enroll those individuals in a network of support
• Maintain flexibility in terms of the approach while staying focused on the desired outcomes for coaching
• Conduct periodic reviews to assess progress
• Above all else, an executive coach provides leaders with a safe space in which to explore, practice and grow.

How does coaching work?  What’s the process?
At The Field Consulting, we always tailor coaching relationships to the particular needs of our clients.  That said, we do operate within the following framework:

• Initial meeting.  This is a time for leader and coach to learn more about one another, discuss goals, roles, expectations, and make a determination about whether to move forward together.
• Intake / Assessment.  We use a range of assessment tools to learn as much as possible about the leader and his/her context at the outset of coaching.  These tools include the following:
• extensive interview with the client
• interviews with other stakeholders
• 360 online leadership assessments
• Other self-assessments such as FIRO Element B and Enneagram

• Design.  We customize every coaching program to fit the particular circumstances of each leader with whom we work. 
• Meetings.  Coaching engagements last at least 6 months, the minimum time required to achieve sustainable behavioral change.  During this time:
• coach and client meet twice monthly for approximately 90 minutes. 
• between sessions, the leader implements his/her coaching plan and collects data as s/he experiments with new ways of observing and behaving. 
• Progress Checks.  A typical engagement involves mid-point and final reviews of progress.  Besides these formal reviews, we make periodic adjustments as appropriate in light of changing circumstances and the evolution of the coaching relationship. 

What is team coaching?
Team coaching can take many forms depending on the particular composition, needs, and challenges of a leadership team.  Generally, it involves:

• Identification of the team and leadership capabilities that are needed to align the team with, and support its pursuit of, the organization’s strategic objectives
• Use of interviews and assessment tools to highlight strengths and development opportunities for the team as a whole and its individuals members
• Focused work related to the leadership team’s communication and conflict-management skills