Executive Coaching
Dr. O’Hara provides executive coaching services to business owners, executive officers, senior leaders, and high potential leaders. He delivers leadership development coaching, crisis management consultations, psychological assessment, and organizational development programs to individuals from the pharmaceutical industry, financial services organizations, medical practices, private foundations, religious judicatories, and family businesses.
All services are delivered directly by Dr. O’Hara in a manner consistent with the individual’s and the organization’s specific needs, resources, and goals.
Dr. O’Hara works to establish a clear understanding of objectives, measures of accountability, and the organizational culture. He works collaboratively with emphasis placed on surpassing expectations regarding communication and achieving results.
Sample Executive Coaching Proposal
Three Phases of Executive Coaching
- Data collection (360° feedback interviews, personality assessment, and review of records)
- Working towards objectives (90-120 minute meetings on a regular basis at the company site, meetings with Human Resources Partner and Senior Manager)
- Evaluation and Closure (Executive Coaching Summary and meetings with Human Resources Partner and Senior Manager)
- 6 month commitment period with ongoing evaluation
- Open coaching relationship
- Specific personal information kept in confidence
- Feedback given in aggregate form to ensure the privacy of those interviewed
All of my professional resources will be committed to assisting client in developing their business effectiveness.
Dennis J. O’Hara, Ph.D., ABPP
Executive Coach
Goals
- To develop as a “visible” leader
- To increase communication clarity and impact
- To develop a leadership presence
- To learn how to step back from technical details and see the “big picture.”
- To clarify career objectives
Methods
- 15 face to face coaching meetings
- 360° feedback interviews
- Feedback meetings with manager and human resources partner
- Discussion of HBR articles
- Discussion of company leadership capabilities
Results
Chris Smith is becoming more assertive in meetings and has "learned to act in the role, to get the role." Chris has focused on making a least two meaningful contributions in each meeting.
Chris Smith has developed and articulated a clear vision of business effectiveness and has learned to increase personal impact.
Chris Smith has altered speaking speed in groups but can continue to work on articulation, pace and inflection.
Chris demonstrated an increasing self-confidence and leadership presence in planning and presenting during spring trips to Brazil and Chile.
Chris Smith has experienced a number of “aha” moments when discussing group roles and behaviors on the global team. Chris has expressed great interest in learning strategies for difficult, quiet, controlling, and derailing individuals on work teams. Chris Smith has benefitted from excellent mentoring and has taken appropriate advantage of opportunities to grow as a team member.
Chris Smith has more to learn about self-promotion and “managing up,” but Chris has begun to see the importance of it.
Conclusions
Chris Smith has used this leadership development opportunity to increase personal impact, improve leadership capabilities and clarify a vision of future career responsibilities.
Chris Smith was an enthusiastic learner throughout the coaching process. Chris was vulnerable and open to new ideas and eagerly pursued new approaches to “people problems.”
Chris Smith will need to continue to learn about team dynamics, anticipating problems, increasing appropriate risk-taking behavior, and learning how to influence senior leaders.
Chris Smith was one of the most rewarding managers I have ever coached. During our time together, I learned more about cross-cultural coaching and how to help a manager with a “scientific mind” develop as an interpersonal leader. It was my pleasure to work collaboratively with Chris Smith.
Dennis J. O’Hara, Ph.D., ABPP
Executive Coach