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Executive & Leadership Development

“If your actions inspire others to dream more, learn more, do more and become more, you are a leader.”

-  John Quincy Adams

We believe that successful executives and leaders inspire others to do more than they think is possible. Therefore, our executive development process is not a “packaged” approach.  We believe that every role requires both leadership and management capabilities, yet few executives have talent sets or profiles that are equally balanced. Therefore, we work with leaders to find those balancing opportunities to be able to influence change with both a bold vision and a firm grasp of reality. However, this is impossible if leaders have not built high trust relationships across the organization to inspire others. Our coaching processes measure both ends of this spectrum.

Our philosophy is that successful leaders have a bold vision, build excitement to achieve that vision, create passionate cultures, and develop future leaders. Therefore, individual leadership development needs differ across assignments and companies. As such, Ilene Patasnik & Associates, LLC has numerous options available based on the client specific needs. We also bring a full array of assessment tools, readings, HBR articles and books based on the client’s specific outcomes. We also have access to specialized coaches that can address a wide array of coaching needs and skill development opportunities.


Below are three options we offer, however, each of them may be customized to meet specific  client needs.


1. Executive/Leadership Coaching: Full Program

Strategy:

Based on the initial presentation of issues, our coaching strategy typically focuses on personal leadership development, interpersonal effectiveness, team leadership, change leadership and coaching and development skills.  Additional skill development needs will be identified based on assessments and/or experience in the coaching process.  Also, there will be readings and assignments between sessions.  The most important assignment is the development of the “Leadership Point of View” to help the coachee understand the underlying beliefs that drive his/her behaviors.


Outcomes would include a clear development and implementation plan for achieving the coachee’s personal vision, goals and priorities.  During the coaching process, the coachee’s level of self awareness is evaluated as this is a key factor for a successful coaching assignment. By understanding his/her strengths and the impact he/she has on others, a solid plan can be established. Specific skills will be developed to strengthen the leader’s overall effectiveness. 


More intensive interviews with key colleagues will provide critical input into the priorities and formation of an individual development plan. We also stress that the coachee thanks and discusses the high level feedback results with the raters to begin to accelerate the change process and increase the project’s success. The specific process and outcomes will be defined with the approval of the sponsor within two weeks of the engagement.


Process:
 

Our executive coaching process typically consists of 10 coaching sessions and unlimited phone calls over a 6 month timeframe.  While the effectiveness of the program is enhanced if the sessions occur within 6 months, the timeframe will be extended to ensure a minimum of 10 sessions are completed.  In each assignment, a 360 feedback assessment is chosen to identify strengths and development opportunities. This data is supplemented by a rich interview process to gain context and concrete examples to ensure the coachee understands the impact of his/her behavior on others.


In addition, throughout the process, the sponsor is included in providing input into the development plan and providing frequent feedback. This process also includes a progress review component to measure change over the six month period. This can be done through “mini’ 360 follow-up assessments or through selected interviewing.

A sample engagement would include:

  • ​Orientation meeting with coachee and sponsor
  • Talent Profile (Gallup’s StrengthsFinder)
  • 360 Feedback Assessment
  • Debrief Session: 360 feedback and talent profile
  • Six follow-up interviews with selected raters
  • Interview Feedback Summary Report
  • Development Plan Summary: Draft
  • Meeting with Manager and Client to review development plan draft
  • Finalization of Development Plan Summary
  • Development of a “Leadership Point of View”
  • Six additional coaching sessions focused on priority development areas and leveraging strengths
  • Supplemental assessments and readings as appropriate: Examples: EI Self-Test,
       Thomas Kilman Conflict Mode, MBTI
  • Team meeting observation
  • Summary report of progress, continued areas of focus, and closing session with manager
  • Objective and Subjective Progress Review: Mini 300 re-assessment or interview updates (Optional)
  • Unlimited phone coaching during and after the coaching assignment is officially completed​

Accountability:​

We believe in our process…


Executive coaching is a mutually accountable and collaborative process. Therefore, our fee is subject to a performance outcome component based on the sponsor’s satisfaction that the coaching outcomes have been substantially achieved.  If outcomes are not fully achieved, the coach can choose to extend the coaching period or not submit the final bill, depending upon the specific success factors and obstacles.


2. Fast-Track Leadership Coaching


Fast track coaching is done within a three month timeframe and is excellent for newly promoted colleagues, team leaders or for potential colleagues on track for increasing levels of responsibility. It includes most of the components of the Executive/Leadership Coaching program but is done at a quick

and intensive pace. It includes three coaching sessions after the feedback and assessment process is completed. 

A sample Fast Track Coaching includes:

  • Orientation Meeting with coachee and sponsor
  • Talent Profile (Gallup’s StrengthsFinder)
  • 360 feedback and talent profile de-brief
  • Six follow-up interviews with selected raters
  • Interview Feedback Summary Report
  • Development Plan Summary: Draft
  • Meeting with Manager and Client to review development plan draft
  • Finalization of Development Plan Summary
  • Three Coaching Sessions focused on priority development areas
  • Application of additional assessments, if necessary
  • Unlimited phone coaching during and after the coaching assignment is officially completed

3. 360 Feedback De-Briefs


Many of our clients ask us to conduct 360 feedback de-brief services to employees who have participated in a company driven 360 feedback process.  Or, we are asked to customize a 360 feedback tool based on the customer’s needs. In our experiences, we have found that the 360 feedback de-brief process works better when it is received from a third party, rather than an in-house HR or business representative.

The 360 feedback services include:

  • Coordination and preparation for the 360 feedback process
  • Analytical review of the data and recommendation of common and unique themes by constituency group
  • Two hour feedback de-brief session
  • Recommendation of 2-3 high priority development opportunities
  • Preparation counseling for meeting with manager to review 360 feedback result​s
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