One-on-One Executive and Managerial Coaching
There is no magic wand, secret formula, or single omnipotent tome that can transform a manager or executive into an effective leader. The capacity to truly lead – to grow an organization, build competitive advantage, and mobilize others – involves a tapestry of talents. As more and more businesses are discovering, executive coaching can be the most effective path to leadership development.
The unique impact of coaching stems from the multiple hats that the executive coach can wear: investigator, trainer, consultant, co-processor, change agent, and partner. Which hats predominate depends on the client, the leadership challenges, and the larger organizational environment.
The Granek Leadership Competency Model
Frank Granek applies a rigorous competency model to help leaders advance in a systematic and accelerated fashion. Exploration of this model is one of the first steps in focusing the coach-coachee collaboration. Every leadership developmental plan is also carefully aligned to the leadership competency model of the organization, to ensure growth and successes can be properly captured and to facilitate the oversight and participation of senior management.
Leaders advance within a sub-set of competencies drawn from the broad competency domains shown below.
Clients of Frank Granek can view a detailed elaboration of the four-domain model on the Resources page. If you are not a client, Frank would be happy to share it with you.
The Granek 3-D Leadership System in Executive Coaching
Competency growth is often the centerpiece of leadership development, and its most obvious dimension. Competency growth is not only about changes in knowledge, skill and behavior. It includes changes in leadership mindset, in in underlying attitudes about self, the organization, and the game of development itself. Performance, the second dimension, is the ultimate measure of growth. The coaching collaboration ensures the leader strives to not only stretch and exceed targets on a quarter-by-quarter basis, but also to positively impact the organization in the longer term. Finally, a high level of engagement in a coaching collaboration is also vital. The leader’s motivation is optimized by entwining organizational outcomes with a mid-term personal leadership brand plan that is both actionable and aspirational.
That is the essence of the Granek 3-D Leadership Development System: a shared commitment to substantially strengthening Leadership Competencies, Leadership Performance, and Leadership Brand. Detailed materials on this methodology are available upon request.
