Hyatt Human Capital Solutions

Leadership and executive coaching programs are a guided process that focus on harnessing the inner talent of a leader to reach an agreed destination.  Coaching programs can be designed to help support leadership development, personal growth and improved leader performance. Coaching is a critical element in leadership growth and has a direct impact on the performance of leaders, their teams and their organizations.

Coaching programs are tailored to individual clients needs. The objectives of a coaching program are discussed at the outset and are refined in the early stages of the process working in collaboration with a leader, relevant sponsors and stakeholders. Typical goals of a coaching program can be to help a leader achieve the following: 

• Develop leadership capability 
• Support a leaders development priorities
• Increase leader confidence & leverage strengths
• Close leadership competency gaps
• Help leaders develop their leadership presence
• Support leaders in dealing with organizational change and complexity
• Develop a leaders self awareness of style and how to best manage or leverage traits in developing their leadership capability 
• Improve interpersonal skills including influencing, motivating, resolving conflict and facing tough conversations

Coaching engagements typically include the following phases:

• Assessing fit and context of coaching: determining fit between a coach and leader is key to a successful engagement. Working in consultation with the client and their organization I look to understand the individual and organizational interests in a coaching engagement, I seek to understand the organizational context and environmental factors, to understand how the client likes to be challenged and held accountable, contracting requirements and fit or chemistry with the client.
• Contracting: I will work with a client and their organization to set expectations on the coaching engagement in terms of confidentiality, initial goals, communications, meeting frequency, check-ins, party availability and cost. 
• Assessment: Assessment tools can offer enlightening and often insightful information that can be incorporated into development planning. Once initial goals are established assessment tools will be explored with a client further to determine the appropriate tool to support an engagement.
• Goal setting and development planning: in the goal setting and development planning phase I work with clients to support them in setting their development goals using inputs from the discovery and awareness building phase, using assessment results, and in considering organizational goals and key stakeholder input. 
• Driving growth and leader development: with the development plan in place I work with the client through regular coaching sessions. This forms the bulk of an engagement where we meet regularly and discuss challenges, best practices and successes. In reflecting patterns of behaviours back to a client, with re-framing and powerful questioning, leaders pursue growth in their plan as they experiment with new ways of thinking and acting. Clients typically see new opportunities, choices and experience greater self awareness as they pursue their coaching objectives.
• Evaluation and follow up: during a coaching engagement I will have a mid-point check-in and final review meeting with a client. Evaluation meetings include a one on one meeting with the client and a three way meeting with the client and their organizational sponsor to discuss plan progress, future requirements and at the end of an engagement will transition to long term development requirements.  

Coaching engagements are customized to the client and designed to reach desired outcomes. Depending on leader availability, progress and program design coaching engagements can be short term for a specific purpose or can range from four to ten months.
Credentials: ICF Certification In Process