Executive Coaching

Evidence-based, strength-based development for CEOs, executives and senior leaders

Executive coaching at CSA is an evidence-based leadership development process designed to enhance the effectiveness of CEOs, executives and senior leaders. Our approach is grounded in organisational psychology, rigorous assessment and strength-based development, with a clear focus on translating insight into observable leadership behaviour and organisational impact.

Leadership does not occur in isolation. Effective coaching considers the individual leader, the executive team and the wider organisational context in which leadership is exercised. The objective is not simply to help executives feel more confident or self-aware, but to develop leadership capability that is relevant to the challenges they actually face.

Strength-Based Executive Coaching

CSA has been at the forefront of the development and evaluation of strength-based executive coaching. Dr. Doug MacKie’s research helped move strengths coaching beyond the simple ‘identify and use’ approach towards a structured developmental methodology in which strengths are understood, aligned, deliberately developed and combined with complementary capabilities.

The approach recognises that strengths are not automatically beneficial simply because they are used more often. They can be underused, overused or poorly matched to the situation. Effective strengths development therefore requires careful attention to context, organisational purpose and the capabilities of others.

Fig. 1 CSA Strength-Based Model of Executive Coaching

Readiness for Executive Coaching

What is Developmental Readiness?

The ability and motivation to focus on, make meaning of and develop new and more complex ways of thinking that positions you to more effectively assume leadership roles (Avolio, 2010). This, combined with organisational readiness, leads to successful leadership development.

1. Motivation to Develop

Motivation to lead – does the leader actually want to be a leader? Is this their professional identity?
Leader self-confidence – how confident are they in their own ability to lead? Do they have the right resources and support?
Motivation to learn – are they motivated to learn new skills? Is the drive intrinsic or extrinsic? Do they believe it’s possible to develop as a leader?
Goal orientation – do they have the focus to set and meet developmental goals? Are their goals concordant with their values? Are they mastery orientated?

2. Ability to Develop

Awareness of strengths & weaknesses – is the leader aware of their abilities, as perceived by others? Are they leveraging their strengths and managing their weaknesses?
Awareness of thinking – does the leader listen to their ‘self-talk’ and understand the impact that this can have on their development?
Emotional regulation – does the leader have the ability to understand the impact of their emotions on themselves and others and regulate this?
Perspective taking – can the leader take a variety of perspectives on a position and show psychological flexibility in doing so?

What do we assess in Executive Coaching?

Coaching Development Cycle — Figure 2. CSA Model of Executive Coaching

Effective coaching begins with a rigorous understanding of the leader, their role and their organisational context. Assessment is used to establish a developmental baseline and identify the areas in which coaching is most likely to create value.

Executive interview and contextual analysis
Validated psychometric and strengths assessment
Leadership assessment and 360-degree feedback
Stakeholder perspectives and organisational data
Identification of strengths, potential derailers and development priorities

When to use our Executive Coaching services

Executive coaching can provide clarity, insight, perspective and capability enhancement in the following areas:

Leadership effectiveness and transition into CEO or executive roles
Strategic leadership, judgement and decision-making
Strengths development, self-awareness and behavioural flexibility
Stakeholder influence and executive team leadership
Leading organisational change, complexity and uncertainty
Purpose, values and sustainability leadership

Talk to us about Executive Coaching

What does the research say about Executive Coaching?

2014 CONTROLLED TRIAL

37 executives and senior managers
Six coaching sessions over three months
Quasi-experimental waitlist control design
Manualised strength-based coaching protocol
Repeated MLQ 360-degree assessment
Average of approximately 10 raters per participant

KEY FINDINGS

Highly significant increases in transformational leadership following coaching compared with the control group.
Improvement was observed by peers, direct reports and line managers, not simply reported by the coachees themselves.
Adherence to the strength-based protocol significantly predicted the degree of improvement in transformational leadership.

MacKie, D. (2014). The effectiveness of strength-based executive coaching in enhancing full range leadership development: A controlled study. Consulting Psychology Journal: Practice and Research, 66(2), 118-137.