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I first started doing leadership coaching in 2008, by helping leaders see and shape their desired future. Many leaders in small and mid-sized organizations do not have the benefit of a coach or leadership advisor as part of their internal HR team. Even the ones who do frequently find it helpful to set up either regular or intermittent conversations with a leadership coach to help them set future goals, clarify their thoughts, test ideas, create action plans and execute.

The majority of coaching sessions are usually conducted over the phone, unless other arrangements can be made. They are forward-moving and directed by your agenda. Coaching can be an cost-effective alternative to consulting when desired outcomes are less labor intensive or are not deliverable-based.

Below are some of the areas I’ve focused on in the past with some questions to consider. To view posts I’ve written related to coaching, click here. If you’d like to learn more about what to look for in a coach, how to select a coach or for a coaching referral, please contact me.

Vision, Mission & Strategic Thinking

  • In what ways is your organization committed to shaping the future?
  • It’s 5 years from now and your vision has been accomplished. What does it look like? How is your organization different? What great things have happened as a result?
  • What is your mission at the present time? What are the benefits to the members of your organization? To those outside of your organization?
  • What is the ultimate significance about what you do?
  • What are your major goals heading into the next period?
  • What opportunities would you like to pursue if you could just get to them? What is preventing you?

Change & Transition Management

  • What changes to your organizational environment do you foresee over the next 1 year? 5 years?
  • What are the ideal outcomes?
  • Why must your organization act right now?
  • What window of opportunity is currently open?
  • What is your plan for communicating upcoming changes to the members of your organization?
  • What resistance are you likely to face? How will you respond to it?

Talent Management

  • What type of person really succeeds in your organization?
  • How do you find the right person when there is an opening?
  • Is your employee demand likely to grow over the next year? Shrink? Stay the same?
  • How are employees developed? How many leave your organization due to lack of development opportunities?
  • What is your process for identifying potential members of tomorrow’s leadership team? How do you groom them to take charge?

Leadership Development & Teamwork

  • What leadership challenges are preventing you (or your organization) from really getting ahead?
  • What is your organization’s definition of leadership? What competencies do leaders at your organization possess?
  • Do members of your leadership team have a strong awareness of their strengths? Weaknesses? Personality tendencies? How do they utilize this awareness?
  • How are important decisions usually made? Who all is involved?
  • How closely do team members work together to solve problems? What gets in the way?

Learning & Development

  • What opportunities exist for employees to grow?
  • What role do the employees play in their own development? Is there an Individual Development Planning (IDP) program in place?
  • How do employees grow their internal networks? Do they have access to mentors?
  • What incentives are in place for more experienced employees to help develop less experienced employees?
  • What knowledge will employee need to gain in the next 10 years? How will they acquire it?
  • How much budget do provide for development initiatives?
  • What are employees saying right now about their development opportunities and budget?

Project Execution

  • What initiatives must be completed in the next 30 days? 60 days? 6 months? 1 year? 5 years?
  • If you say “yes” to ________, what will you need to say “no” to?
  • What are the consequences when deadlines are missed? Who enforces them?