EXECUTIVE COACHING

Can a good CEO become a highly effective and great CEO? John Quinlan believes, yes if they are committed to it.

Quinlan has endured and overcome personal and business challenges, finding that vulnerability is his biggest strength. He draws on his academic achievements and business experience as a successful CEO to provide deep coaching to CEOs and executives giving them tools to develop their own empathy, compassion and strength through vulnerability. His visceral risk-reward lessons open the way to lasting change for leadership and the entire organization.

Quinlan offers an individualized and highly pragmatic curriculum on the essentials of effective leadership and supporting management practices, including:

Personal Values

Understand what, why and how values are an integral component of personal and organizational development and apply intrapersonal insights and personal values related to your career path, succession and team.

Leadership & Management Effectiveness

Introduce leadership, management and power models; assess current role in light of the models to determine targeted “ideal” profiles and improvement objectives to support role development.

Personal Vision and Development Plan

Apply current envisioning theory to career pathing to formulate a personal 5-year vision statement and supporting one year development plan.

Team Development and Meeting Effectiveness

Explore and adapt appropriate team building models to enhance executive effectiveness in a team setting.

Management Processes, Tools and Interpersonal Skills Training

Assess and develop effective organization-wide management accountability processes and stakeholder relationships. Introduce and apply goal setting, review processes, coaching tools to strengthen direct reports and stakeholder relationships.

Leading does not mean managing. The difference is crucial. Many institutions are well managed but poorly led. “Leading” means to go in advance of, to show the way, to influence or to guide. “Managing” means to conduct, to accomplish, to have responsibility for. The differences are activities of vision and judgment versus efficiency. So, are you leading or managing? A good starting point is to check out how credible you are today in your position. How do you impact your peers and subordinates? Use the Credibility Analyzer here to get a self-perspective, then call John to discuss the results.




COACHING FAQ’S

Are you ready for an Executive Coaching relationship?

The following information and questions will assist you to make that determination. Please download and answer the questions then give John a call.

What does “struggle” mean to John?

These are one’s interior roadblocks – patterns of behavior, defensive routines or deeply held assumptions and beliefs that continue to undermine and subvert one’s best intentions. The struggle is a conscious, determined and courageous effort to deal with such embedded revelations and “vital lies.” Vulnerability is required. Somerset Maugham’s iconic novel The Razor’s Edge appropriately names the uncomfortable place one must willingly travel to, but that is where the growth is to be found.

Can John provide an example of a struggle encounter?

“I was on a diving boat headed to the Great Barrier Reef. The Australian/European rock celebrity Tina Arena and entourage were aboard. I offered to share my sunscreen with her and her road manager. She asked me my name and what I do.  When I said “executive coach,” she unabashedly responded, “So ask me your first question if I was a CEO.” My response: “What is your struggle?” By two days later, which included a posh dinner, breakfast and lunch, she got the hang of it. She was on the path of personal inquiry, to get to the heart of what her struggle was. I helped her to conclude what she already knew. Big changes followed. I read it in the newspapers. Most of the CEOs that I have coached move cautiously onto the razor’s edge.”

What can I expect to gain from a leadership coaching engagement?

After an engagement with John, you will have:

  • Come to know yourself in a new way whereas the attributes of self-reflection, self-management, and social awareness will be understood enhancing the openness, willingness and discipline to affect personal and organizational change essential to build trust and credibility within your workforce.
  • Developed your own leadership and management targeted profiles and clarified how your role will change as well as why and how your leadership style impacts the performance of others.
  • Created a set of personal values and five-year vision statement fundamental to leading organizational change supported by a personal action plan for strengthening your leadership skills, mitigating weaknesses and increasing awareness of your own “blind spot” and its impact on others.
  • Adapted a responsive team building philosophy and model including coaching techniques and training to improve individual and team performance.
  • Established a “customer centric” management system and stakeholder model increasing role effectiveness as an executive manager in a dynamic and changing operating environment.
  • Learned strategic planning, value chain, change management models and applied methods to increase organizational effectiveness, operational efficiency and profits.

How much of a commitment am I signing up for?

Quinlan’s leadership coaching program is not a “quick fix” approach. Executive development and personal coaching engagements comprise a highly individualized and focused curriculum of 6-hour sessions, twice per month for one year. Since Quinlan believes in vulnerability as strength, he requires your commitment to be vulnerable with him. He finds it fascinating to earn enough of someone’s trust to allow them to drop their guard and be real with him. Once leadership and their colleagues are ready to open up, show their vulnerability, and discuss what it is they really want for their company, then Quinlan moves on to the logistical aspects of work.