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Executive Coaching program

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Unlock elite leadership potential with precision-crafted executive coaching

Executive Coaching Program

Tailored for senior executives, this transformative program blends diagnostic insight with hands-on coaching to drive measurable growth, strategic impact, and lasting behavioral change—delivering a proven ROI of 6:1.

Share Copy Link Link Copied Close About the program Program objectives Value proposition Program architechture Program options Executive coach Generic or group leadership development programs are seldom useful or relevant for senior executives with a unique set of development needs and specific requirements. Research has shown that Executive Coaching, a personalized development process, is the most powerful methodology in developing senior executives (ROI of 6:1). 

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Transcript We help executives Craft a ‘Personal Contract for Change’ targeting areas of development identified and validated by the executive and develop skills and/or competencies essential for leadership effectiveness

Implement new skills and competencies in real life situations and business issues through a structured and disciplined methodology called Rapid Business Improvement (RBI).

 

This is a unique and results-driven approach as it not only adheres to global best practices ensuring sustainable impact and success but also relies on a fully customized process focused on individual needs and executive challenges. The coaching agenda, learning strategies and work assignments are determined based on the findings of a comprehensive diagnostic process. Methodologies and approaches are also fully customized and may include personal coaching for performance or for increased readiness for future roles, team coaching or executive embedding, a more practical approach that supports the immediate transfer of new knowledge and skills on the role.

Phase 1: Diagnostics / Need Assessment   This stage is based on the administration of a state-of-the-art 360 inventory that evaluates managerial and leadership practices as they relate and have a specific impact on key business result areas. This will facilitate the determination of major themes of the coaching program (coaching agenda) and learning strategies to be followed. 

Phase 2: Management Debriefing/Participant Feedback This stage includes a presentation of 360 findings, in the form of a Personal Scorecard, to designated members of management, with a special emphasis on findings and implications on the coaching agenda. This phase is completed by providing detailed and objective feedback to the individual participant.

Phase 3: Coaching Sessions  These participant-customized sessions may include formal training, special assignments, in-trays, problem solving simulations, discussions or presentations. Sessions are practical, interactive and closely linked with performance drivers, with emphasis on implementation and execution. Sessions are usually scheduled weekly, with a total program duration of 3-9 months.

The coaching program starts with the Orientation Session and is aimed at explaining the process, program requirements, timetable, role and responsibilities of coach and executive, success criteria and validation mechanisms. This session also serves to engage the executive and secure his/her commitment to provide and share data during the process.

The coaching sessions are often reinforced by supporting sessions aimed at coaching the immediate manager, on how to further facilitate and enhance the development process.

Phase 4: Re-assessment (6-9 months after program completion) At the completion of the program, the same 360 inventory is re-administered to measure changes and improvements and thus determine the process effectiveness; additionally other emerging needs may be identified that may be fulfilled during a second cycle of executive coaching.

Personal Coaching This highly personalized program focuses on accurately defined learning & development needs of the individual and may include learning sessions, discussions, job simulations, problem solving situations and other challenges  

Team Coaching This highly customized process facilitates the improvement, reinforcement or transition, customarily of a senior management team, focusing on higher levels of efficacy, efficiency and effectiveness.  

Executive Embedding This is a more practical approach that supports the immediate transfer of new knowledge, competencies and skills, on the job, including a quick repeated cycle of learning/action/feedback.

Micro Coaching This is a shorter, action-based based approach, suitable for non-managerial roles with increased emphasis on role awareness and improved process and personal efficiency.

Dr Louis Neophytou Dr Louis Neophytou is currently the Founder & CEO of Influence Consulting (Greece). He is a holder of a Doctorate in Business Administration (DBA) from the University of Durham (UK).

Prior to his current role, Dr Neophytou has spent nearly 30 years in the consulting sector, in Cyprus and Greece, in the capacity of Partner, Director and Special Advisor to Management. He has also worked for Coca-Cola 3E, as the Group Organizational Director, for Hay Group as Director, Leadership Development and for PwC Greece as a Senior Advisor on Strategy for PwC Greece.

During his consulting career, he has advised numerous organizations in the areas of Strategy, Leadership Development, Top Team Development, Organizational Diagnostics, Management Assessment, Creativity & Innovation and Talent Management. He has designed and implemented more than 1000 leadership/management development programs, working with senior executives, middle managers and supervisors.

He has an Advanced Masterclass Accreditation as an Executive Coach, with more than 900 hours of coaching, and is an accredited consultant in psychometric testing and personality profiling (British Psychological Society – Level B).

He is an expert on ‘Destructive & Toxic Leadership’ and has done extensive research on the adverse impact of CEO Narcissism on organizational outcomes, in Greek organizations.

He is also currently a Visiting Professor of Organizational Psychology at the American College of Greece (Deree).

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