PMF
INSIGHTS
Leadership coaching empowers individuals to take the lead in unlocking their resourcefulness, enabling them to make meaningful changes and realize their full potential as leaders.
What is leadership coaching?
Leadership coaching is a powerful and personalized partnership between the coach and the client.
The coach works with the client to unlock their creativity and potential by listening, questioning, challenging, and driving accountability.
Different than mentorship or simple advice giving, the coach is a thought-partner, enabling the client to better understand their challenges and develop optimal solutions to overcome those challenges.
What are examples of leadership coaching topics?
Coaching topics can cover various areas often focusing on personal development, including:
​
-
becoming a better leader and/or manager
-
developing stronger collaboration muscles
-
learning to better navigate complex organizational dynamics
-
improving communication effectiveness, or
-
navigating a career transitions
How do I know if leadership coaching is right for me?
Ultimately, leadership coaching can empower you to become a more effective and confident leader, unlocking your full potential. If you are open to self-improvement, ready to embrace feedback, and committed to growth, let's meet and understand if coaching is right for you at this moment.
What is the time commitment?
Coaching engagements typically take place over a 6 month period. We would meet once every 2 weeks, for 60 minutes. If you are local, we can meet face-to-face. If not, virtual also works, and today, the most common medium of engagement.
HOW DOES THE COACHING PROCESS WORK?
STEP ONE
ESTABLISHING THE COACHING "CONTRACT"
The beginning phase focuses on ensuring the coach and the client are clear on the coaching topic, that the client has a clear expectation on what to expect from coaching, and is motivated and committed to spending the necessary time and effort to take this on. This may also include an early articulation of goals and outcomes.
STEP TWO
UNDERSTANDING THE CURRENT SITUATION
The coach and client spend considerable time deeply understanding the coaching issue to be addressed. It likely includes the coach collecting and synthesizing feedback from cross functional partners or team members. This feedback often serves as a foundational element in developing the next phase, which includes developing an action plan and goal setting.
STEP THREE
IDENTIFYING GOALS AND BUILDING A PLAN
Led by the client, the focus is on setting goals and building out a plan. This includes identifying what might be the biggest obstacles in the way of achieving those goals.
STEP FOUR
EXECUTING THE PLAN
Discussions tend to focus on progress and challenges in executing the plan. Sometimes it is useful for the client to track progress via a diary. The coach might recontact some of the cross-functional partners or team members to get inputs on progress.
STEP FIVE
CONCLUDING THE ENGAGEMENT
This is an opportunity for the coach and client to take a step back and assess the effectiveness of the engagement. Were the goals met? Did this work for the client? Time is also spent determining how the client will make their behavior changes permanent and sustainable.
HOW DID ANTONY GET INTO LEADERSHIP COACHING?
Having a coaching-like mindset has always been a core element of how I manage and lead research teams and collaborate with cross-functional partners. In 2017, I took the plunge and went through an 8 month leadership coaching certification program at the Hudson Institute of Coaching in Santa Barbara.
​
Working at Intel at the time, upon graduating I became a member of the internal coaching community, working with numerous technical leaders across a range of topics. Upon joining Meta, I re-established my internal leadership coaching practice.
My focus is on helping individuals become more collaborative in how they approach working with cross-functional partners, improving their communication skills, and if leaders or managers, integrating a coaching-like mindset in their management approach that stresses the importance of becoming better listeners and more adept at asking questions versus simply telling someone what to do.
