Individual Executive Assessment and Coaching
For many leaders, reaching the pinnacle of their careers often becomes an isolating experience as they must grapple independently with the complexities of leading an organization and balancing multifaceted business priorities. In her assessment and coaching practice, Marcie Elias serves as a sounding board and confidential advisor to senior leaders as they navigate through the uncertainties, ambiguities and complexities of their roles and works individually with them to build their repertoire of executive competencies. By uncovering leadership gaps and developing actionable strategies to address them, these long term coaching partnerships provide executives with continuous support to improve their overall leadership effectiveness and achieve their personal development and career aspirations.
C-level Succession Coaching | 18 Month to 2-Year Engagement
C-level succession planning is a talent imperative that is critical to achieving sustainable success and is among the most defining and critical business activities in which Boards of Directors engage. Equally important to successor identification is the advanced planning and preparation for this executive appointment as change at the senior most level of an organization has a significant impact on the business. A successful C-level transition is paramount to business continuity and, if not managed correctly, can cause great disruption to an organization. Planned transitions require a well-defined strategy that will not only ensure the successor’s readiness to assume the new leadership position, but also make for a seamless transition from one leader to the next. C-level succession coaching provides the confidential support and counsel necessary to prepare for this critical appointment prior to the incumbent’s departure.
The objective of this coaching partnership is to ensure that the identified successor hones the competencies that are critical for success at this level and that he or she is fully set up for success. Proactive, purposeful coaching helps to accelerate the impact the successor will have on the organization and minimize disruptions to the business through the transition period. Through ongoing examination and planning of the strategic, financial, operational, talent and organizational aspects of the C-level role, he or she will be well prepared to establish the key priorities for the business and have a clear roadmap for success at the onset of his or her official appointment. Focus on the psychological and relational dimensions of leadership are also evaluated and discussed to enable the executive to effectively elevate him or herself from peer to leader, navigate through the complex dynamics that exist with current leadership and manage stakeholder partnerships. An in depth assessment of the senior leadership team within the organization is also offered as part of the coaching process to identify the strengths and voids that exist among the team and develop a plan to strengthen and stabilize the organization.
New Leader Assimilation: Organizational Assessment and Executive Coaching 6 – 12 Month Engagement
Stepping into a new senior executive position for both internal placements and leaders who are new to organizations can often be daunting and difficult to manage independently. The first three months of a new executive assignment is a critical and defining period and one that requires careful consideration and planning as it sets the stage for future direction. Establishing a strong and positive first impression, securing early buy in and support and determining key priorities are critical to successful leadership transitions. As part of the process, the executive receives an in depth assessment that focuses on uncovering the unique team dynamics, and the business, relational and operational strengths and challenges that exist in the current state. This provides a full picture of the organization so the new executive can make the most informed decisions at the onset. This invaluable insight also enables the new executive to gain a clear understanding of the priorities and concerns of his or her direct report team and business partners, and defines clear areas in which to focus efforts and make an immediate impact in the organization. Cultural and political aspects of the organization are also evaluated to ensure that the new executive is sufficiently aware of the dynamics that exist and well positioned to navigate through these effectively.
Following the organizational assessment, ongoing coaching is provided to help the new executive develop the short and longer term strategy for the organization, define clear action steps for achieving objectives, determine how the new executive can establish his or her own personal mark on the organization and create a clear point of differentiation as a leader. This confidential support is beneficial not only to new organizational leaders, but also to internal candidates transitioning into a more senior executive role as they are often times contending with the additional complexity of moving from peer to leader. For internal placements, the assessment and coaching partnership focuses on establishing key priorities for the organization, as well as provides forward looking feedback and insight based on the existing perceptions of the leader in the organization. A clear roadmap for managing through the change, leveraging strengths and developing competencies critical for success in the new level assignment are also provided.
General Senior Executive Assessment and Coaching | 6 -12 Month Engagement
The most successful senior executives recognize the importance of continuous self-improvement and that the success of their organization is a direct reflection of their leadership. As executives become more senior in their organization, their success is unequivocally linked to their ability to drive the strategy and achieve operational excellence through and with people. Often times, executives have mastered the functional or business aspects of their roles, but are challenged in managing the more intricate and nuanced relational dimensions of leadership and balancing the multiple and competing demands of their key stakeholders. An unbiased, confidential partner serves as an ongoing resource to help navigate through these complexities and enables executives to deepen their personal awareness and hone the competencies that are critical to achieving their business and career objectives and sustained leadership success.
Through a psychologically based qualitative, 360 degree assessment process that incorporates performance feedback from multiple sources, senior executives are able to gain a clear view of how they are perceived by others in the organization with whom they regularly interact and work. Receiving candid feedback and understanding personal performance based on the perception of others enables leaders to improve their overall self-awareness, confirms their strengths as leaders and serves as the fuel necessary to discover, reflect upon and act on their most pressing development needs. Continuous coaching following the feedback provides the executive with the support and guidance to develop actionable strategies to hone targeted development areas. Additional team and individual assessments and coaching are offered to senior executives in support of their efforts to develop their organization and work in tandem with one another to enhance overall leadership effectiveness and build total organizational capabilities.
C-level Succession Coaching | 18 Month to 2-Year Engagement
C-level succession planning is a talent imperative that is critical to achieving sustainable success and is among the most defining and critical business activities in which Boards of Directors engage. Equally important to successor identification is the advanced planning and preparation for this executive appointment as change at the senior most level of an organization has a significant impact on the business. A successful C-level transition is paramount to business continuity and, if not managed correctly, can cause great disruption to an organization. Planned transitions require a well-defined strategy that will not only ensure the successor’s readiness to assume the new leadership position, but also make for a seamless transition from one leader to the next. C-level succession coaching provides the confidential support and counsel necessary to prepare for this critical appointment prior to the incumbent’s departure.
The objective of this coaching partnership is to ensure that the identified successor hones the competencies that are critical for success at this level and that he or she is fully set up for success. Proactive, purposeful coaching helps to accelerate the impact the successor will have on the organization and minimize disruptions to the business through the transition period. Through ongoing examination and planning of the strategic, financial, operational, talent and organizational aspects of the C-level role, he or she will be well prepared to establish the key priorities for the business and have a clear roadmap for success at the onset of his or her official appointment. Focus on the psychological and relational dimensions of leadership are also evaluated and discussed to enable the executive to effectively elevate him or herself from peer to leader, navigate through the complex dynamics that exist with current leadership and manage stakeholder partnerships. An in depth assessment of the senior leadership team within the organization is also offered as part of the coaching process to identify the strengths and voids that exist among the team and develop a plan to strengthen and stabilize the organization.
New Leader Assimilation: Organizational Assessment and Executive Coaching 6 – 12 Month Engagement
Stepping into a new senior executive position for both internal placements and leaders who are new to organizations can often be daunting and difficult to manage independently. The first three months of a new executive assignment is a critical and defining period and one that requires careful consideration and planning as it sets the stage for future direction. Establishing a strong and positive first impression, securing early buy in and support and determining key priorities are critical to successful leadership transitions. As part of the process, the executive receives an in depth assessment that focuses on uncovering the unique team dynamics, and the business, relational and operational strengths and challenges that exist in the current state. This provides a full picture of the organization so the new executive can make the most informed decisions at the onset. This invaluable insight also enables the new executive to gain a clear understanding of the priorities and concerns of his or her direct report team and business partners, and defines clear areas in which to focus efforts and make an immediate impact in the organization. Cultural and political aspects of the organization are also evaluated to ensure that the new executive is sufficiently aware of the dynamics that exist and well positioned to navigate through these effectively.
Following the organizational assessment, ongoing coaching is provided to help the new executive develop the short and longer term strategy for the organization, define clear action steps for achieving objectives, determine how the new executive can establish his or her own personal mark on the organization and create a clear point of differentiation as a leader. This confidential support is beneficial not only to new organizational leaders, but also to internal candidates transitioning into a more senior executive role as they are often times contending with the additional complexity of moving from peer to leader. For internal placements, the assessment and coaching partnership focuses on establishing key priorities for the organization, as well as provides forward looking feedback and insight based on the existing perceptions of the leader in the organization. A clear roadmap for managing through the change, leveraging strengths and developing competencies critical for success in the new level assignment are also provided.
General Senior Executive Assessment and Coaching | 6 -12 Month Engagement
The most successful senior executives recognize the importance of continuous self-improvement and that the success of their organization is a direct reflection of their leadership. As executives become more senior in their organization, their success is unequivocally linked to their ability to drive the strategy and achieve operational excellence through and with people. Often times, executives have mastered the functional or business aspects of their roles, but are challenged in managing the more intricate and nuanced relational dimensions of leadership and balancing the multiple and competing demands of their key stakeholders. An unbiased, confidential partner serves as an ongoing resource to help navigate through these complexities and enables executives to deepen their personal awareness and hone the competencies that are critical to achieving their business and career objectives and sustained leadership success.
Through a psychologically based qualitative, 360 degree assessment process that incorporates performance feedback from multiple sources, senior executives are able to gain a clear view of how they are perceived by others in the organization with whom they regularly interact and work. Receiving candid feedback and understanding personal performance based on the perception of others enables leaders to improve their overall self-awareness, confirms their strengths as leaders and serves as the fuel necessary to discover, reflect upon and act on their most pressing development needs. Continuous coaching following the feedback provides the executive with the support and guidance to develop actionable strategies to hone targeted development areas. Additional team and individual assessments and coaching are offered to senior executives in support of their efforts to develop their organization and work in tandem with one another to enhance overall leadership effectiveness and build total organizational capabilities.