Executive Coaching Framework

COACHING PHILOSOPHY

Executive Coaching Fundamentals

EXECUTIVE COACHING PHILOSOPHY

WHY CEO COACHING MATTERS:
☐ Develops leaders who can scale
☐ Multiplies your impact through others
☐ Builds a high-performing team
☐ Unlocks potential in your executives
☐ Creates a learning culture from the top
☐ Retains top talent through growth

COACHING PRINCIPLES:

1. PULL, DON'T PUSH
   ☐ Ask questions, don't just tell
   ☐ Help them discover answers
   ☐ Build their problem-solving
   ☐ Resist the urge to solve

2. DEVELOPMENT IS CONTINUOUS
   ☐ Every interaction is coaching
   ☐ Regular, not occasional
   ☐ Both tactical and strategic
   ☐ Never "done" developing

3. MEET THEM WHERE THEY ARE
   ☐ Adapt to their style
   ☐ Understand their context
   ☐ Adjust approach per person
   ☐ Respect their experience

4. BALANCE SUPPORT AND CHALLENGE
   ☐ High support + high challenge
   ☐ Push outside comfort zone
   ☐ Provide safety to fail
   ☐ Celebrate growth

COACHING VS. MANAGING:
| Managing | Coaching |
|----------|----------|
| What to do | How to think |
| Direct | Question |
| Short-term | Long-term |
| Task focus | Person focus |
| Tell answers | Help discover |

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COACHING FRAMEWORK

Comprehensive Coaching Approach

EXECUTIVE COACHING FRAMEWORK

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COACHING RELATIONSHIP FOUNDATION
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TRUST BUILDING:
☐ Confidentiality commitment
☐ Genuine interest in their success
☐ Consistency in support
☐ Follow through on commitments
☐ Vulnerability and authenticity

EXPECTATIONS SETTING:
☐ What they can expect from me
☐ What I expect from them
☐ How we'll work together
☐ Feedback norms
☐ Development commitment

UNDERSTANDING EACH EXECUTIVE:
For each direct report, understand:
☐ Career goals and aspirations
☐ Motivations and drivers
☐ Strengths and superpowers
☐ Development areas
☐ Learning style
☐ Feedback preferences
☐ Personal context

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1:1 COACHING STRUCTURE
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WEEKLY 1:1 FORMAT (45-60 min):

THEIR AGENDA (20 min):
☐ What do they want to discuss?
☐ What's top of mind?
☐ Where do they need help?
☐ What are they proud of?

Questions to ask:
- "What do you want to focus on today?"
- "What's the most important thing we discuss?"
- "What do you need from me?"

GOALS/METRICS REVIEW (10 min):
☐ Progress on OKRs
☐ Red flags or concerns
☐ Celebrations

Questions to ask:
- "How are we tracking against goals?"
- "Where are you ahead/behind?"
- "What's blocking progress?"

CHALLENGES/PROBLEM-SOLVING (15 min):
☐ What's hard right now?
☐ Where are they stuck?
☐ Coaching through challenges

Questions to ask:
- "What's the real challenge here?"
- "What have you tried?"
- "What options are you considering?"
- "What would happen if...?"
- "What's the worst that could happen?"

DEVELOPMENT (10 min):
☐ Growth focus area
☐ Learning opportunities
☐ Skill building

Questions to ask:
- "What are you learning?"
- "Where are you stretching?"
- "What support do you need?"

FEEDBACK/INPUT (5 min):
☐ Things I've observed
☐ Suggestions or ideas
☐ Appreciation

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MONTHLY DEVELOPMENT CONVERSATION
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DEVELOPMENT 1:1 (60-90 min, monthly):
Replace one weekly 1:1 with deeper dive

Agenda:
☐ Reflect on the month (15 min)
   - What went well?
   - What was challenging?
   - What did you learn?

☐ Development progress (20 min)
   - Progress on development goals
   - New insights about self
   - Feedback received

☐ Career conversation (20 min)
   - Where are you headed?
   - What do you need?
   - How can I help?

☐ Relationship check (15 min)
   - How is our working relationship?
   - What do you need from me?
   - Feedback for me?

☐ Forward planning (20 min)
   - Priorities for next month
   - Development focus
   - Support needed

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QUARTERLY PERFORMANCE REVIEW
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STRUCTURE (90 min):

PRE-WORK:
☐ They complete self-assessment
☐ You complete assessment
☐ Gather 360 feedback (informal)
☐ Prepare specific examples

REVIEW CONVERSATION:

1. Their self-assessment (20 min)
   ☐ How do they think they're doing?
   ☐ What are they proud of?
   ☐ Where do they want to improve?

2. Your assessment (30 min)
   ☐ Overall performance
   ☐ Strengths demonstrated
   ☐ Development areas
   ☐ Specific examples

3. Discussion (20 min)
   ☐ Alignment and gaps
   ☐ Their questions
   ☐ Clarification

4. Forward plan (20 min)
   ☐ Goals for next quarter
   ☐ Development priorities
   ☐ Support commitments

Development Planning

EXECUTIVE DEVELOPMENT PLANNING

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INDIVIDUAL DEVELOPMENT PROFILE
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EXECUTIVE: _______________
ROLE: _______________
TENURE: _______________

STRENGTHS (Top 3):
1. _______________
   Evidence: _______________
2. _______________
   Evidence: _______________
3. _______________
   Evidence: _______________

DEVELOPMENT AREAS (Top 2):
1. _______________
   Impact if addressed: _______________
   Development approach: _______________
2. _______________
   Impact if addressed: _______________
   Development approach: _______________

CAREER ASPIRATIONS:
Short-term (1 year): _______________
Long-term (3-5 years): _______________
CEO potential: ☐ Yes ☐ Maybe ☐ No

CURRENT DEVELOPMENT FOCUS:
Focus area: _______________
Specific behaviors to develop: _______________
Success measures: _______________
Support needed: _______________

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DEVELOPMENT METHODS
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70% ON-THE-JOB:
☐ Stretch assignments
☐ Cross-functional projects
☐ Board exposure
☐ Customer exposure
☐ Crisis management
☐ New scope/responsibility

20% RELATIONSHIPS:
☐ Mentorship (internal/external)
☐ Peer learning
☐ Executive coach
☐ Board member relationship
☐ Industry peer network

10% FORMAL LEARNING:
☐ Executive education
☐ Leadership development program
☐ Books/reading
☐ Courses/certifications
☐ Conferences

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DEVELOPMENT PLAN TEMPLATE
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DEVELOPMENT GOAL:
_______________

SUCCESS MEASURES:
☐ _______________
☐ _______________
☐ _______________

DEVELOPMENT ACTIVITIES:
| Activity | Type | Timeline | Support Needed |
|----------|------|----------|----------------|
| | 70/20/10 | | |
| | 70/20/10 | | |
| | 70/20/10 | | |
| | 70/20/10 | | |

CHECK-IN SCHEDULE:
☐ Monthly progress review
☐ Quarterly deep dive
☐ Annual assessment

BLOCKERS/RISKS:
☐ _______________
☐ _______________

Feedback Framework

FEEDBACK METHODOLOGY

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FEEDBACK APPROACH: SBI-I
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SITUATION:
"In [specific situation/time]..."
☐ Be specific about when/where
☐ Recent, not distant
☐ Observable context

BEHAVIOR:
"I observed [specific behavior]..."
☐ Factual, not interpretive
☐ What they did/said
☐ Not assumptions about intent

IMPACT:
"The impact was [result]..."
☐ On outcomes
☐ On people
☐ On you

INTENT (optional):
"I think you intended [positive intent]..."
☐ Assume positive intent
☐ Create opening for dialogue
☐ Build, don't break

EXAMPLE:
"In the board meeting yesterday (Situation),
when you presented the Q3 results without
acknowledging the miss and jumping straight
to next steps (Behavior), the board seemed
confused and asked several clarifying questions,
which extended the discussion (Impact). I know
you wanted to be forward-looking (Intent), but
I think acknowledging the gap first would have
landed better."

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FEEDBACK TYPES
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REINFORCING FEEDBACK:
Purpose: Encourage positive behavior
Timing: As close to behavior as possible
Approach:
☐ Be specific about what they did well
☐ Explain why it mattered
☐ Encourage more of it

Example: "The way you handled that difficult
conversation with [name] was excellent. You
were direct but compassionate. The team
noticed and it set a great example."

DEVELOPMENTAL FEEDBACK:
Purpose: Help them grow
Timing: Soon after observation
Approach:
☐ Ask permission if appropriate
☐ Use SBI-I framework
☐ Focus on behavior, not person
☐ Offer support

Example: "Can I share some feedback from
the leadership meeting? When the discussion
got heated, I noticed you went quiet. The
team looks to you for perspective, and your
voice was missed. What was going on for you?"

CORRECTIVE FEEDBACK:
Purpose: Stop problematic behavior
Timing: Immediate
Approach:
☐ Clear and direct
☐ Specific about behavior
☐ Clear about expectation
☐ Consequences if needed

Example: "I need to give you direct feedback.
In the last two weeks, you've missed your
deliverables twice without communication.
This is having real impact on the team. What's
going on, and how can we solve this together?"

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FEEDBACK FREQUENCY
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REAL-TIME:
When: As it happens
What: Quick observations
How: Brief, in the moment
Example: "Great question you asked in that meeting."

WEEKLY (in 1:1s):
When: Every 1:1
What: Summary of observations
How: Dedicated time
Example: "A few things I noticed this week..."

MONTHLY:
When: Monthly development 1:1
What: Patterns and themes
How: Deeper discussion
Example: "Over the past month, I've noticed..."

QUARTERLY:
When: Quarterly review
What: Comprehensive assessment
How: Formal conversation
Example: "Looking at the quarter overall..."

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RECEIVING FEEDBACK
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ASK FOR FEEDBACK:
☐ "How am I doing supporting you?"
☐ "What do you need more of from me?"
☐ "What should I do differently?"
☐ "What's one thing I could improve?"

WHEN RECEIVING:
☐ Listen without defending
☐ Ask clarifying questions
☐ Thank them for sharing
☐ Reflect before responding
☐ Act on what you hear

Coaching Tracking Dashboard

Executive	Last 1:1	Dev Focus	Progress	Next Steps
			☐ On track
			☐ On track
			☐ On track
			☐ On track
			☐ On track

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