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| Many executives are looking for new,
improved ways to develop themselves. Why? Executives do not have the time to go through
traditional training courses, which are frequently not on target or too basic. Their 360
degree reviews have told them what to work on, but not how to improve. And the six week
university programs are too academic and time consuming. The net result? Needed
development does not take place. |
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The solution? Executive coaching. Personal,
practical, and highly effective in improving needed competencies, changing styles, or
simply finding solutions to perplexing leadership challenges.
For over twenty years, Kravetz Associates has helped executives with their individual
developmental needs. We are all former human resources executives with large corporations.
We hold advanced degrees in industrial psychology or related areas. We can identify with
an executive's situation from personal experience.
Our approach is practical, business-orientated and results-orientated. We are not
"clinicians" who are out to probe the executive's childhood, but practitioners
who will help the person lead and manage more effectively and solve people management
problems. We can also tell you who successors are for any job.
What kind of solutions can we provide? The following are just a sampling:
- How do others see my style and competence?
- What are my strengths and developmental needs?
- How can I relate more effectively to my boss, staff or peers?
- What specific actions can I take to change style or increase competence?
All of these are addressed in a private and confidential manner. The executive has a
personal coach, not unlike a personal fitness coach or a financial advisor. We guide the
person through the entire process, from collecting information to providing specific
action items and following up on progress.
Participants can tailor the development process. While we have a standardized list of
competencies and style items that we typically start with, the executive can add or delete
from the list as desired. And tell us who to interview.
What is the typical process like? The following are the usual deliverables:
- A one-on-one confidential assessment interview.
- Interviews with 6-10 people who know the executive quite well.
- Written feedback of the anonymous comments others had of the executive's style and
competencies.
- A step-by-step roadmap of action items for making improvements on the job (usually 3-5
improvement areas.) We include targeted readings as part of the improvement process.
- An on-site development session, plus follow-ups at three months and six months.
It is a thorough and comprehensive process with a focus on specific actions for change.
That is why over 90% of the managers we work with improve significantly within 6 months.
Try it with a couple of your executives and see for yourself.
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