Fuller Coaching

Corporate Executive Coaching

Fuller Coaching partners with executive clients to develop the right leadership approach to help them achieve their outcomes. We specialize in 360 Executive Leadership Programs with in person interviews and follow up executive coaching programs to develop key leadership strengths. Tailored programs include:

  • Executive Leadership Development informed by 360 Feedback with interviews or online tools such as Center for Creative Leadership Benchmark, Lominger Voices, or PDI Profilor
  • Executive coaching for high potential emerging leaders
  • Fast Starts in New Roles, On-Boarding Programs
  • Retention Coaching for Key Leaders
Contact us to explore how Fuller Coaching  can help your key leaders in tailored programs such as:
  • Fast Start On-boarding for a new/changed job responsibility
  • Executive Impact Coaching – 360 interviews and executive coaching combined for impact awareness and developing leadership agility to use a broader range of leadership approaches
  • Managing Difficult Communications – strategies for true collaboration with peers, up-line executives and stakeholders
  • Influence Communication that promotes successful outcomes and trusted partnerships across the corporate matrix
  • Results-focused Management and Feedback Strategies that work for the leader and direct reports.
For Corporate Programs we work together with the executive sponsor, the executive leader and other resource groups such as Human Relations business partners to tailor the right priorities for an executive coaching program. We define the key skills necessary for the leader’s current role in combination with corporate values and initial focus areas for the program. An initial series of 360 confidential interviews is recommended, and if conducted, will provide a view of stakeholder key themes. The Interview Feedback Report will have prioritized themes and supporting exact quotes for perspectives on strengths, development areas and numeric rating of leader’s competencies in skills important for the current role. This feedback report (20-40+ pages depending on number of interviewees) provides objective and subjective data for the leader and executive sponsor. The feedback is a reality check and a valuable preparation step for an executive coaching program. As an example, the recommended phases of a 360 Interview and Executive Coaching Program are summarized below. Preparation Phase I Deliverables:
  • Prioritized key leadership competencies most important for the leader’s current role
  • Online Leadership Assessments such as DISC, Birkman, Enneagram, or others that fit with the corporate standard
  • List of 360 key stakeholder interviewees, including up-line executives, peers, matrix stakeholders, direct reports
  • Coach – Stakeholder Interviews summarized in Interview Feedback Report
  • Preparation of Executive Coaching Plan based on interviews and assessments, tailored to the individual leader
Executive Coaching Phase II:
  • Initial planning session with leader, and Executive Sponsor, with observations from Interview Feedback Report key themes and suggested Executive Coaching Plan
  • One-on-One Executive Coaching in 6 – 12 month executive coaching programs (10 – 15 Sessions) with confidential discussions between leader and coach
  • Coaching sessions are focused on real life business cases from the leader’s business environment, aligned with themes for development from the executive sponsor and interview feedback. The leader and coach collaborate on those situations for applied practice, striving for progress indicators and successful outcomes. This is similar to graduate business school leadership case process, but these coaching conversations are focused on real life, confidential situations most important to the success of the leader in the current role
  • Every leader is encouraged to continue to align coaching program objectives and progress with any changing business directions and share appropriate information with executive sponsor
  • Checkpoints: There will be checkpoints set in the middle of the program or other appropriate periods, and a report on progress at the end of the program
  • Sustaining Plan: At the end of the program, an ongoing development and sustaining plan will be suggested, incorporating options and resources with a focus on new mindsets and strategies to be self-generating and self-correcting in growing leadership effectiveness
Time to Take Action ?

Is it time to help one of your key leaders raise the bar?
If any of these areas are priorities for you, let’s have a conversation about how we might partner to achieve your key objectives. For a complimentary consultation Contact Jean Fuller via email or 650-366-2800.