Executive coaching is a process for building a leader’s capacity by expanding access to ideas, tools, and a strategic thought partner. Through a coaching experience, executives are able to maintain focus on their leadership commitments, identify specific areas for development, gain insights that are crucial for making stylistic adjustment, build confidence, and strengthen relationships with direct reports.
An effective coaching relationship requires 6-12 months to: 1) chart a course, 2) conduct some assessment, 3) identify, practice and 4) measure the effectiveness of new techniques.
Executive coaching is perfect for C-Suite leaders who need support transitioning into a new role or organization, or strategizing best practices for overcoming difficult situations. Our team helps new leaders as they onboard into a new senior role developing a strategy for establishing rapport, establishing solid first impressions, creating a plan for introducing change. We also support leaders who are trying to empower and fully deploy their executive team, or identify and implement appropriate responses to workforce challenges, like low morale or lack of trust.
DJA Executive Coaching Guiding Principles
It’s critical that the client and coach are in sync regarding the underlying philosophy that will inform the coaching process and relationship. The following principles guide all of DeEtta’s work, from executive and leadership coaching to organizational strategy and alignment.
Focus on the Positive
The positive core that is present in all people is the obvious starting point in a coaching relationship. Affirming effective practice is more constructive than internalizing weakness.
Capitalize on Strengths
Coaching should build on personal strengths to identify targeted skill practice toward measurable goals. A strength is the ability to consistently provide near-perfect performance in a specific activity. Talents are naturally recurring patterns of thought, feeling, or behavior that can be productively applied. Talents, knowledge, and skills—along with the time spent (i.e., investment) practicing, developing your skills, and building your knowledge base—combine to create your strengths.
Share Responsibility for Excellence
Both parties must take responsibility for the success of the coaching relationship. This means that communication must be open, timely and honest. It also means both parties: are focused on helping the client meet identified goals; follow through on commitments; and strive for excellence in process as well as outcomes.
DeEtta's energy, passion, and deep caring profoundly resonated with me.
Aleteia Greenwood, University of British Columbia
All of our executive coaching processes are structured by a simple and customizable 3 phase process.
Phase 1: Scoping and Assessment
Begin the relationship by developing an understanding of the clients’ needs. It is essential that agreements are made about who the primary client is, and how communication and confidences will be managed.
Interviews and/or data gathering conversations take place with the client, peer, supervisor and/or staff to gain a fuller picture of the current state and begin engaging key stakeholders in the process. Create developmental goals and plan for pursuing them.
Phase 2: Work toward Goals
We work with the client to make progress on developmental goals. Clients are provided with structured learning or other activities that support advancement of goals. During this phase DJA may begin working with the client’s team, as needed. This may include team capacity building, targeted education or problem solving, or visioning and planning for the future.
Phase 3: Closure and Communication
The final phase of a coaching relationship is the time to reflect on growth and to commit to continual learning. This is also the time to communicate developmental successes to those who have invested in the client’s journey.
DeEtta is a masterful keynote speaker. She weaves together research-based concepts, her own riveting personal story and techniques for practical, immediate application. I highly recommend her.
Beth Sowder : Director of Social Sustainability City of Fort Collins, Colorado
Very seldom have I come across a more compelling and expert trainer than DeEtta Jones. Her command of concepts related to inclusive leadership, equity and social justice paired with her appealing style, she captivates and inspires audiences. DeEtta knows how to communicate complex ideas in attractive, understandable and persuasive ways. She interjects humor appropriately and connects with her audience in memorable ways. It’s not uncommon for groups to remember and quote her as they describe key moments in their learning journey. DeEtta has touched and inspired many lives in her remarkable career and I have been very fortunate to benefit from her vast impact.
Alma Vigo-Morales : President and Co-Founder Diversity Solutions Group, LLC
DeEtta designed and delivered a leadership program that has been instrumental in building relationships and leadership capacity within and across the divisions of the Department of State. Her positive focus—building on strengths and anchoring to a strong sense of shared purpose—deeply resonates with us.
Ken Detzer : Secretary of State Florida
DeEtta Jones is a highly sought-after speaker on the topics of:
- Reducing Bias And Increasing The Propensity For Trust Across Cultures
- Personal And Organizational Transformation
- Enhancing Employee Engagement
Corporate Training Inquiries
DeEtta Jones offers customized programs for organizations of 500 and above.Learn More