FAQ – Frequently asked Questions


Executive Coach

Well firstly in today’s ever changing world, Executives are required to be accountable to stakeholders more than ever before.  Globalisation and technology, along with a highly sensitive political climate, are demanding far more from Executives.

People who have worked their way into an Executive position have earned that through hard work and perseverance.  Executives are ordinary people who possess capabilities which have resulted in them being where they are today.

An Executive Coach addresses those existing capabilities and skills by fine-tuning them to create that “Wow” factor – a leader who is more effective in today’s world.

Leaders are essential as they inspire people to deliver.  In today’s agile and kinetic world, which is highly complex and fast, leaders must be emotionally efficient.

The CEO of Top Sales World, Jonathan Farnington, said that “You can buy a person’s physical presence, but you cannot buy enthusiasm, devotion and loyalty.  These qualities you must earn.  Leaders bring out the best in people.”

They are not consultants and they are not therapists.

An Executive Coach is far more directly involved with an Executive.  They look at enhancing work skills and work performance.  An Executive Coach can be likened to a sports coach.  Djokovic used Boris Becker as his Executive Coach to fine-tune his natural talents and help improve his skills.

An Executive Coach does exactly the same thing for the Executive.  By fine-tuning the individual’s capabilities and skills and therefore core competencies, the Executive can inspire his or her team to improve productivity, reduce waste and improve profit margins.  All in all, a great Return on Investment (ROI). It is people who can make or break the business.

The fundamental key to unlocking the core competencies is maturity based on character, values, and thinking patters.  Without maturity the leader will derail during stress.  Mature traits ensure effective critical thinking, strategic thinking, decision making, communication and delivery for results.  These core competencies mentioned also include talent leadership, team leadership, change leadership and emotional leadership.

Most Executives don’t like working with coaches.  This is seen as weak and they are reluctant to be perceived as having development needs.  I cannot help but think of Mourinho, the ex-football manager of Chelsea.  He has excellent capabilities and skills and can turn any football club into a raving success.  However, during excessive stress I have seen him derail in the public eye.  This has resulted in failure both for him and the club. An Executive Coach can assist in fine tuning those development needs so that success is sustained and a legacy is created.  An Executive or any leader for that matter cannot afford to derail.  It may be the end of your career that you have tried so hard to create.

By working with an Executive Coach an Executive can

  • Enhance his or her Executive potential
  • Transition to a new position higher up in the corporate structure
  • Utilise the coach as a sounding board while executing responsibilities
  • Address behaviour that is limiting the team effectiveness and success
  • Improve the business value of the organisation
  • Create a better working environment
  • Convert issues into opportunities
  • Listen to and utilise the opinions and creative ideas of others to succeed in any situation
  • Create a team that is enthusiastic, motivated, committed and loyal and has the drive to succeed

Absolutely anyone!

Executives of course!

But also Project Managers, Program Managers, Portfolio Managers, Change Managers and Scrum Masters.  All these individuals implement organisational strategy and therefore create business value by utilising human resources.  Yet we know that only 32% of organisations implement strategy on time and within budget.

We know that organisations have resource constraints.  Investing in an Executive Coach must therefore be aimed at the right leader, someone who:

  • Has the most to gain from an Executive Coach
  • Is so important in creating business value
  • Has the desire to work with an Executive Coach
  • Will receive support from his or her stakeholders
  • Has the biggest impact on a team or teams

An Executive Coach can help the leader:

  • Find ways to turn difficult situations into opportunities
  • Use different perspectives to solve problems
  • Become a situational leader, a kinetic leader, a servant leader, a fluid leader
  • Have greater confidence in executing organisational strategies
  • Create a positive, vibrant workplace
  • Turn skills development into proficiency
  • Create higher productivity and profits
  • Improve interpersonal skills such as
    • Negotiation
    • Problem-solving
    • Decision-making
    • Communication
    • Influencing and motivating
    • Conflict resolution

This will depend on the position, the industry and the company.  Having said this we will determine up front what the measurements and metrics are from a quantitative and qualitative perspective. The coach and the leader set expectations for accountability.

First things first

  • The leader must buy-in to the Executive Coaching process as it is a challenging journey
  • The leader must be in the right job, with the right company
  • The leader’s coaching goals must be in line with organisational goals
  • The leader must be prepared to be accountable to his or her stakeholders

Effectiveness can be measured as follows:

  1. We establish what will be evaluated and create a baseline. This can relate to:
  • Productivity
  • Return on Investments (ROI)
  • Other financial gains
  • Reduction in waste
  • Reduction in operational expenses
  • Team culture
  • Sales increase
  1. We measure post-coaching every three months
  2. Gaps are established
  3. Causes are addressed
  • The leader will learn on the job techniques and strategies for sustaining results
  • The leader will be mentored and coached by a Certified Intelligent Leadership Coach
  • The leader’s leadership impact will improve by 98%
  • Executive Counsel have the passion and desire to serve our society at large and create abundance for all

We use a combination of methods that have 4 “game changing” outcomes to achieve a lasting legacy.  These game changers are altruism, affiliation, achievement and abundance.  Our combination of methods creates a holistic metric view and utilises the following components:

  1. MLEI – Mattone Leadership and Enneagram Inventory
  2. STLI 360 – Strategic Tactical Leadership Index
  3. CPI 260 – Core Performance Inventory
  4. IOPT – Information Processing Preferences Template
  5. Assessment Driven Individual Planning Model and Matrix
  6. CPS – Core Purpose Statement and other Resources
  7. ILDP – Intelligent Leadership Development plan
  8. LeaderWatch and Stakeholder engagement

Utilising the above creates accountability and drives the 4 “game changers”.  No other coaching program utilises this process.

How long is a piece of string.  Life is a journey.  Moving self-imposed constraints requires references and resources and is hard to change.  We also know that leaders are busy and that time is a constraint.  This is a journey and we recommend from 9 to 12 months (perhaps less, depending on the individual, the context and the background).

There are 4 steps

  • Step 1
    • The initial interview with the leader may take 6 hours, where we discuss background, goals and outcomes as well as the process
    • Key stakeholders are identified and interviews conducted to obtain information on current leadership skills and competencies
    • This step is supplemented by the Strategic Tactical Leadership Index 360 degree survey
    • The coach shadows the leader for 1 day in meetings and delivering important presentations
  • Step 2
    • Leader completes assessments
    • Review and debrief leader on all assessments, which may take 6 hours
    • Review the Assessment Driven Individual Planning Model and Matrix
    • Provide the leader with guidance to complete the Intelligent Leadership Development Plan (ILDP)
    • Leader completes the Core Purpose Statement (CPS) and ILDP over a 30 day period, in his time, but with access to the coach if required
  • Step 3
    • Leader builds new skills and refines others
    • Leader accesses Coach personally or telephonically to discuss specific situations and maintain focus on details of the ILDP
  • Step 4
    • Conduct LeaderWatch surveys for feedback on leadership growth
    • Review and debrief on LeaderWatch assessment
    • Take corrective action or preventative action based on causes if required

John Mattone is widely regarded as one of the world’s top leadership coaches. In 2015, John Mattone’s Intelligent Leadership was named one of the top three Top Advanced Leadership Development Programs that changes lives.  John is one of nine executive coaches in the world who have been awarded the coveted Master Corporate Executive Coach (MCEC) certification.    John is the creator of John Mattone University which features this Intelligent Leadership Executive Coaching Certification Program.   He is also the creator of the MLEI which served as the centre piece of the two coaching sessions he conducted with Steve Jobs in 2010.

Don’t bother if you are unethical, arrogant, know everything and are afraid to be vulnerable.  We won’t get on from the word go.  So the questions are for you to answer.

  • How important is your performance to implementing business value?
  • Who has the most to gain from working with an Executive Coach?
  • Do you want to work with an Executive coach?
  • Will you get support from your key stakeholders during the coaching process?
  • Are you ready to commit to the process, to conduct introspection and to be vulnerable?

There are many good leaders but to be a great leader you need to have the three Cs.  To be connected, capable and committed to everything relating to work performance is to be truly a great leader.

Connectedness

  • Great Leaders are aligned to the Vision, Mission, Goals and Values of the organisation
  • Great Leaders have the character that drives success

Capability

  • Great Leaders have the knowledge, skill and experience of the macro environment and the micro environment.

Committed

  • Great Leaders have self-motivation and therefore have no self-imposed fears or other limitations of succeeding and therefore create successful teams and successful organisation that  bring success and therefore abundance.

Coaching the Coaches

Now more than ever before the world is experiencing a gap in great leadership. If we are to remain sustainable,  then we need to assist those leaders, who have existing capabilities, to enhance those capabilities.  There are very few people in this world who have the capabilities to reach leadership levels and leadership potential.  People in leadership levels are ordinary, everyday people with ordinary everyday problems.  Leaders need coaches as a sounding board while executing their responsibilities.  Leaders need a coach to enhance their existing mature character traits and develop their derailer traits in order to unlock their core competencies at work to create a great legacy.

They are not consultants and they are not therapists.

An Executive Coach is far more directly involved with an Executive.  They look at enhancing work skills and work performance.  An Executive Coach can be likened to a sports coach.  Djokovic used Boris Becker as his Executive Coach to fine-tune his natural talents and help improve his skills.

An Executive Coach does exactly the same thing for the Executive.  By fine-tuning the individual’s capabilities and skills and therefore core competencies, the Executive can inspire his or her team to improve productivity, reduce waste and improve profit margins.  All in all, a great Return on Investment (ROI). It is people who can make or break the business.

You will receive:

  • The knowledge as well as the capability to guide and assist a leader to become a Great Leader.
  • John Mattone’s blueprint which is a detailed guide or roadmap that takes you through his 7 Game Changing Pillars and 4 Powerful Phases of Executive Coaching.
  • The Intelligent Leadership Coaching Certification.
  • 75 Core Competency Credits from the International Coaching Federation (ICF).
  • John Mattone’s best-selling books: Powerful Executive Coaching, Intelligent Leadership and Cultural Transformation. To utilise John’s MLEI, STLI and LeaderWatch assessments
  • Receive support from our office on any coaching questions.
  • Your own MLEI report
  • Aspiring coaches
  • Experienced coaches
  • Human resource managers and Change managers
  1. To understand the coaching assignment
  2. To understand and implement the coaching process which includes the 7 Game Changing pillars and 4 Powerful phases
  3. To be able to interpret the various assessment – MLEI, CPI, STLI, IOPT and LeaderWatch
  4. To be able to debrief the coachee on those assessments
  5. To be able to assist the coachee with the IL development plan
  6. To be able to measure the leadership impact
  1. Awareness through building a trusting relationship with expectations and context in mind
  2. Assessment by looking at the various assessments and what the mean and how to debrief
  3. Action by looking at the plans, closing the gaps with meaningful strategies
  4. Achievement by measuring the leadership impact
  1. Understand coaching context, vision and goals
  2. Accurately identify character traits, thinking patterns and value system
  3. Accurately identify core competency traits
  4. Accurately build a customised development plan
  5. Customised coaching
  6. Stakeholder and mentor engagement
  7. Stakeholder feedback and coaching debriefs