RED MOUNTAIN INT.
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Executive Coaching & Development

Executive Coaching Defined

Red Mountain International defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.

Executive Coaching:
  • Is future focused
  • Centers on setting goals, creating outcomes, managing personal change and intention
  • Does not include advising or counseling
  • Focuses on individuals or groups setting and reaching their own objectives, aspirations, vision, aims, and mission.
  • Assumes that individuals are capable of generating their own solutions, with the coach supplying supportive, discovery-based approaches and frameworks.
  • Is not linear and does not include a pre-determined curriculum.

Executive coaching is a valuable tool for leaders looking to improve their performance and reach their full potential. The benefits of working with a coach include gaining a fresh perspective, identifying areas for improvement, and developing new skills and strategies to achieve your goals.

One of the key benefits of executive coaching is the ability to gain a fresh perspective on your leadership style and performance. RMI coaches can help you identify blind spots and areas where you may be limiting your own success. They can also provide an objective point of view and help you see things that you may not be able to see on your own.

Another benefit of executive coaching is the ability to identify areas for improvement. A coach can help you identify where you need to focus your efforts to achieve your goals and make the most impact. They can also help you create a plan to make these improvements and hold you accountable for following through on that plan.

Executive coaching also helps to develop new skills and strategies that can help you be more successful as a leader. A coach can help you learn how to communicate effectively, manage conflict, and build strong relationships with your team. These skills can help you create a more positive and productive work environment and achieve better results.

Finally, executive coaching can help leaders shift from reactive to creative thinking. By working with a coach, leaders can learn how to think more strategically, be more innovative and take a proactive approach to problem solving. This can help leaders make better decisions, be more effective in their role and achieve better results.

Process Oriented

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​Awareness
During the Awareness phase, the leader asks the question: what is possible? - What is possible for me as an individual leader, what is possible for my team, and what is possible for my organization? To answer this question, the leader start by identifying areas of clarity and of ambiguity, those elements that are both visible and obscured to the individual leader and to others. During this phase the leader is curious, learning, uncomfortable, and growing.  As the leader’s awareness expands, the leader identifies, articulates, and embraces the beliefs, values, and the patterned behaviors associated present in her life, both constructive and destructive. Through this phase the leader establishes clarity around purpose and true capacity. 
 
Agency
Once the leader has increased awareness and clarity, the leader transitions to the phase of Agency. Leaders prepare to choose, and to choose what is not always easy but what is best. Leaders choose goals, objectives, and choose milestones that guide them towards 
their purpose. The goals are aspirational yet achievable. The goals describe a future state of positive change. The leader cannot be certain that she will attain her goal, until she has achieved it. During this phase the leader begins to experience mental, emotional, and physical resistance and fatigue. The leader chooses to overcome this resistance and put a plan in place to do so. The leader articulates and shares her goals with others. The leader's goal becomes the goal of others. Through this phase, the leader identifies, chooses, articulates, and shares her vision for positive change. 
 
Action
Once the choice has been made, leaders take action. The leader builds process and habit around these actions. The leader effectively manages resistance and dynamic tension in herself and in others. The leader generates short-term wins; she celebrates and rewards these wins privately and publicly. The leader actively engages her network of support. Through this phase the leader is more exposed and more vulnerable. The leader continues be curious, to learn, and to grow. The leader sets new goals, builds momentum; she rallies herself, her team, and her organization towards s positive change and towards a better future. ​

Evidence-Based

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Alignment of Expectations and outcomes.
Determine focus, scope, duration, and contracting agreement. Crystallize organizational and supervisory expectations for the individual and/or team role(s), initial impressions and judgments, perceived strengths and weaknesses, desired outcomes for coaching engagement of individual or team of client(s).

Assessment of strengths and opportunities for improvement.
Administer and debrief selected assessments (personality, 360, surveys, interviews, etc.) depending on tenure, issues, nature of focus and goals. Ascertain individual or team strengths and areas for improvement. Explore core values, beliefs, and leadership approach.

Establishing a vision for positive and sustainable change
Establish blueprint for a compelling individual and/or team vision. Determine metrics for measuring progress and success. Agree on goals, success indicators. Set accountabilities, feedback plan, establish support needed from supervisor, and agree on check-ins. Schedule for coaching is agreed upon.

Removing Obstacles and Creating Space
Identify and establish plan and practices to remove and/or circumvent potential obstacles, derailleurs, and sabotaging elements for individual and/or teams. Through this process create additional space and capacity to execute on vision for change.

On-going coaching and progress monitoring
Coaching content and agenda are determined throughout process. Progress is monitored based on initial plan and pre-agreed upon milestones and outcomes. 

Sustainable change, growth, and performance
Developmental growth and/or performance measures are utilized throughout the engagement to assess the on-going impact of the coaching and to determine shifts, when and where necessary, to ensure continuous improvement.

Outcome Driven

RMI Coaches begin every engagement with the end in mind to ensure individual and organizational outcomes are measured and met.
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  • Services
    • Talent Management
    • Leadership Effectiveness
    • Change Readiness
    • Goals & Expectations
  • About Us