Services | Compton Coaching | Executive Coaching for leaders

Executive Coaching

Who you choose to work with as your coach is an important decision as it impacts your career, your personal life and who you are as a person… not to mention those around you in the organization. The best choice is to interview 2 or 3 coaches to decide who to commit too. Ideally, you want to feel like you can develop a trusting relationship with your coach, and of course, interviewing them about their background and expertise that meets your needs.
I would love to talk with you to understand your goals and challenges and what you would like to see and do differently as a leader. If it is a match for both of us, we will contract together( usually partnering with your organization) and design a plan that meet your needs. For example while I always gather stakeholder 360 phone interviews, some people benefit from a written 360 as well. Others need assessments to learn about their deraliers or their style. A typical contract is for 6, 12 or 18 months for SLL and Executives. Extensions are often requested. Feel free to email, send in a contact form, or give me a call with your questions.

A new EVP of global sales at a software co. exceeded goals his first year, but his leadership style was too operational and communication style was described as unapproachable, and overbearing. He initiated coaching to be self-aware and prepare himself for a future executive role. Julie coached him over a year transitioning him into an enterprise wide strategic thinker, well-respected leader who gained self-control over his communication, executive presence, vulnerability, and influence. He dramatically shifted his stress and lifestyle management to manage the demands of the C –Suite while raising the performance of the organization.
A SVP of a Fortune 10 retail org with over 20 years of experience needed to“own” her POV more confidently within the Executive and BOD meetings. A well-respected expert in her domain, she became more concise, confident and poised as well as began making more personal decisions that impacted her performance in the company. In 6 months, she was also decisively and quickly implementing actions within her team and proactively fostering stronger perceptions with stakeholders.