The Cramer Institute - Our Services - Programs

Executive Coaching

The Cramer Institute's Executive Coaching Process is an integral emphasis of our consulting practice. We believe in facilitating leaders to excel individually and teams and organizations to excel collectively.

Customization is Key
With each executive we customize a leadership coaching process that meets his or her unique needs. Sometimes our coaching with individual leaders emerges from our consulting work with their leadership teams expanding our role beyond a strictly coaching relationship.

What A Typical Process Looks Like
We are flexible in the ways in which we work with executives in our coaching programs. Some individuals prefer a more intensive approach, and others prefer a program that stretches over a six- or 12-month period of time. Initial sessions typically last a couple of hours but can last longer, depending on the individual's goals and objectives. The timing of subsequent coaching sessions is determined in collaboration with the coach. A typical, initial coaching program is eight to 10 sessions (depending on the length of the sessions) and includes telephone and email contact between sessions and follow-up notes from the coach after each session.

Executive coaching will provide one on one, confidential, customized support to key senior leaders within the organization, dedicated to:
• Helping executives succeed in dealing with personal, interpersonal, and productivity related challenges
• Assisting executives in developing new skills in the interpersonal and relational domains
• Assisting executives to notice and understand the difference between their intended goals and the actual results their leadership is producing
• Assisting executives in adapting their leadership through understanding their own thinking and behavior and achieving greater effectiveness through self knowledge
• Assisting leaders in identifying personal, interpersonal, and leadership agendas into their leadership goals.

An Executive Coach will support the executives by:
• Serving as a thinking partner, a sounding board, a nonjudgmental supporter, a conduit for open and honest discussion about leadership issues
• Providing valuable feedback from the 360 interview process that will serve as the basis for the Personal Development Planning process
• Providing clear and practical methodology for continuous learning and development
• Supporting the development of the ability to lead during times of fast, relentless change while simultaneously building strong and robust relationships
• Providing insight into relationships and patterns that support organizational goals and also inhibit organizational goals through unproductive, dysfunctional relationships
• Creating confidence in openness and authenticity and eliminating defensive behavior that prevents creating effective relationships
• Helping the Executive to optimize leadership effectiveness and the synergy between the individual and the organization
• Helping the Executive to capitalize on collaboration and reduce conflict that inhibits collaborative relationships