Here’s how it works:
• Identify the behaviors that are holding the leader back from achieving key results. This assessment can be done by hiring an executive coach to implement a 360 survey. Conduct one-on-one interviews with each of the people who work most closely with the top leader.
• Share the results with the leader and decide upon the plan of action, which would ideally be implemented during the next nine months.
• Implement the Inner Circle process by including four to seven other peers, colleagues, bosses and direct reports as part of the coaching process.
• Get honest feedback every 30 days and watch changes occur within all who are involved, not just the leader.
Ask each of the Inner Circle influencers this question: “If you could master one behavior that would make the biggest impact in your work with others inside and outside the organization, what would it be?”
Then ask them to make these four commitments.
1. Let go of the past with my client.
2. Support and encourage my client.
3. Be willing to give honest feedback every 30 days to my client.
4. Pick a behavior to change.
What separates Inner Circle coaching from other executive coaching models is peer accountability. Knowing that other people are supportive creates a cultural shift that leads to behavior change.
Whit Mitchell, author of “Working In Sync: How Eleven Dartmouth Athletes Propelled Their College Sports Experience Into Professional Excellence,” has coached athletes and top executives for more than 30 years. He can be reached at editor@CLOmedia.com.Filed under: Leadership Development