The RGC Goup program involves four stages:
- Executive assessment
- Confidential individual feedback regarding strengths, weaknesses and interpersonal style
- Action planning
- Executive coaching focused on the achievement and integration of new skills and behaviors.
- Executives may participate in the RGC Group program on their own or through corporate sponsorship
Why Executives Need Coaching
- Competition and change: Strategies and tactics that leaders have used in the past are obsolete. Leaders must develop new skills, build upon their strengths and strive to realize their full potential. Companies make smart investments in developing leadership skills of executives – skills that are critical to the future success of the organization.
- Demand for quick results: RGC Group accelerates the growth of high potential executives and provides a sounding board relationship for leaders who deal with significant issues. Executives in new positions are expected to make an immediate impact and achieve positive results. They must quickly focus on the tactics and behaviors that drive effectiveness.
- Over-reliance on the familiar: Most executives tend to do what has worked in the past. Feedback that does not fit the executive’s self-concept is often rationalized, minimized, intellectualized and discounted. Since the feedback is filtered and distorted the net result is little motivation to change or examine behaviors. The higher executives move in the organization, the more out of touch they can become to their own shortcomings due to the lack of real feedback.
- Potential “blind spots”: For top executives to change their behavior they must be aware of how they currently perform. They must have an accurate view of their behavior and its impact. Most are rarely, if ever, given candid feedback about their own leadership issues until it’s too late for them to correct the problem and to salvage their job
Primary candidates for coaching
- Executives who need to improve interpersonal skills.
- Executives who are assuming new responsibilities or roles immediately.
- Executives who are strong but need to smooth rough edges for succession purposes.
- Executives who are unsure of their future career goals.
- Executives who have high potential and need to develop leadership skills for the future.
- Executives with a good performance history that has taken a temporary slide.
- Executive with a good performance history who don’t know why they are not advancing
Executive Coaches Provide Answers to Questions such as:
- How do I get my people to think like owners and go the extra mile?
- How do I get my team to move in the same direction?
- How can I get my team to agree on the right strategy?
- How can I get my boss to value my results, give me the support I need, and understand the
challenges I’m facing?
- My boss tells me I need to improve results fast, or else.
- Why aren’t my people accountable for results?
- We have a huge market opportunity, but how do we build the organizational capacity to take
advantage of it?
- How do I position my company to beat the competition?
- How can I recruit, retain, and develop top talent?
- How can I stop the high employee turnover we are facing?
- How do I make a quick transition in my new role?
- How can I correct some serious blind spots that some of my top performers have?
- How can I spend less time on fires and more time setting direction for the company?
- How can this organization react to the rapid changes in the market?
- How do we develop a “bench” filled with potential leaders to continue to build and run this organization?
- How can we focus in on the few things that we need to do to be successful, when there are so many potential priorities?
- How do I kill some of the sacred cows in this organization?
- It is lonely at the top and I need someone I trust to bounce ideas around?