Leadership

Coaching

ESC provides affordable, high impact leadership coaching services for nonprofit Executive Directors, CEOs, board presidents, and other managers. In addition, leadership coaching services are available to school superintendents, principals, and heads of school. Coaching is a way for leaders to identify fundamentals in their personal and organizational values and to be more successful in achieving goals. By examining their styles of learning, decision making, and people management through coaching, leaders can build on their strengths and abilities.

Impacts of Leadership Coaching

High impact leadership coaching will allow nonprofit and educational leaders to achieve higher levels of personal and organizational performance by:

• Increasing awareness and confidence in leadership abilities
• Enhancing relationships with staff, Board, and others
• Improving time management and productivity
• Expanding personal and organizational capacity
• Increasing job satisfaction and optimism about the organization
• Enabling a leader to guide the organization toward fulfillment of its vision

Who are the ESC Leadership Coaches?

Coaches are volunteers, selected by a committee of 3 ESC volunteers, who have demonstrated coaching experience with leaders in the nonprofit or education sector, and represent a variety of coaching training backgrounds.

A structured, behavioral interview is conducted to identify and evaluate the coaching experiences, style, strengths, and preferences of each person before they are selected to be an ESC coach.

The process of matching a client to the right coach is based upon an understanding of the client's needs and the information collected during the coach's interview. A meeting between the client and prospective volunteer coach is scheduled. Prior to the meeting, a profile of the volunteer coach and guidelines on selecting  a coach are provided to the client.

The Coaching Agreement & Process

Before coaching begins, the client and coach identify key issues, goals, and indicators of progress. These are defined in a six-month learning agreement for fifteen hours of one-on-one coaching, and updated during the course of the engagement. If desired, the coach can meet with the board and/or other staff members to introduce the coaching process to the organization.

The coach will keep track of the key themes that are discussed during coaching sessions, as well as the insights, learning, and challenges that emerge. The learning agreement and coach's notes are reviewed by the client and coach at the beginning of each session.

Evaluation surveys are conducted halfway through and upon completion of the coaching engagement. Evaluation points identify areas where the coaching engagement had an impact and how coaching contributed to those impacts.