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LEADERSHIP COACHING

Coaching Practice

While most people advocate focusing on being in the present, at vbg we keep our eye on the future. Why? Because, simply put, it’s pretty much upon us. Now more than at any other point in history, advances in global innovations will be changing the way we live our everyday lives sooner than we can imagine. From workforce automation to the way we exchange currency, our lives will change more in the next ten years than they did in the previous fifty.

What does that have to do with coaching? Glad you asked.

If you or your team members operate with a focus on leading in today’s organizational environment, you’ll quickly lose relevancy and will be replaced by those who anticipated and prepared for the upcoming economy. What this means is that you need to be ahead of the game before it’s even started, and the most effective way of doing that is to understand the three pillars that are shaping the future of work, and groom yourself and your teams accordingly.

In practical terms, what does this mean?

In an increasingly digital and technological world, your competitive advantage and upward mobility will depend largely on your ability to excel in the area that we seem to be losing the most touch with: communications. And by communication, we don’t mean scrolling through emails or Instagram. We mean the kind of meaningful communications that can be both deeply productive and fulfilling, and also quickly entangled in misinterpretation unless you look at them through one of the key lenses that will continue to impact communications of the future: culture, technology, and generational gaps.

Regardless of the behaviors you or your fellow leaders are seeking coaching for, we’re pretty confident that communications are at the crux of the issues, and that one or more of the three pillars is either explicitly or implicitly impacting them. So we’ll start by doing a deep dive there, and see where the conversation leads us. Here’s a little more information on the mechanics.

The Coaching Process

Below is the coaching process we typically engage in with clients. Although flexible and customizable, this is a tried-and-true process that works well in most cases.

  1. Hold a complimentary get-to-know-you session to assess mutual right fit
  2. Hold a meeting with client and client supervisor to ensure alignment on process and goals of coaching relationship
  3. Sign the coaching engagement contract and agreements
  4. Hold the client intake session
  5. Conduct assessments and collect stakeholder feedback
  6. Review the completed assessments and feedback, and define coaching goals based on those results
  7. Conduct a pre-determined number of coaching sessions
  8. Conduct goal progress and overall coaching check-ins at pre-determined milestone dates
  9. End of engagement: Measure and communicate the impact of the coaching engagement, and discuss continued coaching depending on your needs
Confidentiality & Ethics

As ICF certified coaches, we understand and uphold the ICF Code of Ethics in all of our coaching relationships. This includes providing all clients with information on how to contact ICF if there is ever a perception that coaching ethics have been compromised.

Confidentiality is core to what we do. Although coaching goals, progress and overall success are discussed with client supervisors as agreed to at the beginning of the engagement, the content of any and all coaching conversations and tools are strictly confidential. Unless legally required by law enforcement officials to share coaching information under extremely rare conditions, confidentiality is non-negotiable. 

Qualifications & Certifications

Coaching is an unregulated field, meaning that anyone can start a coaching business regardless of their experience or capabilities. It also means that pretty much anyone can hold a coaching class and hand out ” coaching certifications.” In that sense, even hiring a certified coach can be risky.

The International Coach Federation (ICF) is the coaching industry’s global gold standard for administering highly stringent certifications and also creating and upholding a very comprehensive code of ethics. Hiring an ICF certified coach gives you the peace of mind that you’re hiring a professional who has gone through a very rigorous training program.

We are not only ICF certified, but all hold advanced coaching certifications from the College of Executive Coaching, have advanced degrees in relevant fields, hold a variety of other coaching and leadership-related certifications, and have over 40 years of combined leadership experience in our own personal careers. Click here to learn about the team, and click here to learn more about Marina’s specific background.

Suffice it to say, you’re in good hands with us.

Programs & Inclusions

Coaching engagements are either 9 or 12 months, and can include either two or four coaching sessions per month. Clients are expected to make further progress by completing “homework” between sessions. Based on client needs, programs can include between-session email support, and shorter phone support calls. Coaching programs are tailored to client needs and goals.

Prices & Fees

Although we have pricing guidelines for established coaching programs, there’s no “one size fits all” that meets all client needs. We offer a range of coaching programs depending on your specific needs. Please contact us or schedule a call to discuss your organization’s needs.

Satisfaction Guarantee

We offer a 30-day satisfaction guarantee. During the first month, cancel at any time for a full refund. No refund is issued after the initial 30 days.

I absolutely believe that people, unless coached, never reach their maximum capabilities.

– Bob Nardelli, Former CEO, The Home Depot

COACHING STATISTICs

Many studies have verified that there is a direct correlation between a leader’s professional success and their levels of emotional intelligence and communication skills. According to the 2015 Korn Ferry Institute report on Coaching for the 21st Century, the top five reasons C-Suite executives hired coaches were (in order of demand):

  1. Self-awareness
  2. Interpersonal relationships, listening skills, empathy
  3. Influence
  4. Leading during times of change
  5. Communication skills

%

Percentage increase in productivity when executive coaching followed training, compared with a 22.4% increase through training only.

Frequency of impact reported by executives who received leadership coaching in one study.

  • Improved Relationships 77% 77%
  • Improved Teamwork 67% 67%
  • Improved Job Satisfaction 61% 61%
  • Reduced Conflict 52% 52%

The mean ROI on the initial coaching investment, according to a study by PriceWaterhouseCoopers and the Association Resource Centre.

Sources: Leaders Matter: The ROI of Executive Coaching and Maximizing the Impact of Executive Coaching: Behavioral Change, Organizational Outcomes, and Return on Investment (The Manchester Review, Volume 6, Number 1, Joy McGovern, et. al., 2001.)

%

Percentage of organizations that saw individual performances improve after introducing coaching.

%

Percentage of organizations that reported improvements in leadership and management after introducing coaching.

%

Percentage of survey respondents who indicated that coaching had a significant or very significant impact on at least one of nine business measures.

%

Percentage of survey respondents stating that productivity improved through coaching.

What others say About Coaching

Employers are shocked at how high their ROI number are for coaching. A large employer (…) saved between $30 million and $60 million by coaching its top 200 executives.

Alastair Robertson

Manager of worldwide leadership development, Accenture

Even modest improvements can justify hiring a coach. An investment of $30,000 or so in an executive who has responsibility for tens of millions of dollars is a rounding error.

Jermone Abarbanel

VP of Executive Resources, Citibank

I absolutely believe that people, unless coached, never reach their maximum capabilities.

Bob Nardelli

Former CEO, The Home Depot

Recent studies show business coaching and executive coaching to be the most effective means for achieving sustainable growth, change and development in the individual.

HR Monthly

Does coaching work? Yes. Good coaches provide a truly important service. They tell you the truth when no on else will.

Jack Welsh

Former CEO, General Electric

For years, CEOs of some of the most successful and largest companies have relied on executive coaches. Henry McKinnell, CEO of Pfizer, Meg Whitman, CEO of eBay, David Pottruck, CEO of Charles Schwab & Co., are just a few.

The Business Journal

Once seen as the last step for an executive about to fall off the ladder, leadership coaches now help smooth a promotion, teach outsiders about their new culture, and tune up talent.

CNN Money

Many of the world’s most admired corporations, from GE to Goldman Sachs, invest in coaching. Annual spending on coaching in the US is estimated at roughly $1 billion dollars.

Harvard Business Review

Many of the world’s most admired corporations, from GE to Goldman Sachs, invest in coaching. Annual spending on coaching in the US is estimated at roughly $1 billion dollars.

– Harvard Business Review

Marshall Goldsmith Stakeholder Centered Coaching

Marshall Goldsmith Stakeholder Centered Coaching is the world’s premier executive coaching company with the largest network of top coaches all certified in the same coaching process. Ranked as the World’s #1 Leadership Thinker by Harvard Business Review and Thinkers 50, Marshall Goldsmith’s coaching process has been used by more than 150 of the Fortune 500’s top leaders to take their performance to the next level.

As a Marshall Goldsmith certified coach, I bring a unique and highly sought after set of skills, expertise and tools to leaders who are committed to making measurable improvement in their professional lives.

The Marshall Goldsmith Stakeholder Centered Coaching methodology is so effective that it’s guaranteed. If the leader client does not make measurable growth over the twelve month engagement, then the client will not be charged any fees. We refer to that as our “no growth, no pay model.” The “no growth, no pay” model is unthinkable to most executive coaches. To Marshall Goldsmith coaches such as myself, however, it makes perfect sense. With an average success rate of 95% using a methodology that has helped so many of the world´s most senior level global executives succeed, the results speak for themselves.

Simply put: the methodology works.

The Fine Print: My standards for source and research material are very high. Although I collect industry quotes from the most reliable sources possible, some of them come from second-hand sources and the original sources cannot be verified. I have no reason to doubt their accuracy. That said, please read them in the intention with which they are provided: to understand the credibility for, and acceptance of, the executive coaching industry as a whole.

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