Executive Coaching

WHY AIIR COACHING?

AIIR Executive Coaching draws from a scientific-based approach to achieving sustained behavioral change, and then translates that knowledge into a structured, business-focused process. This is a four-phased process called the AIIR® method: Assessment - Insight - Implementation - Reinforcement. 

Who Are AIIR Coaches?

AIIR coaches are seasoned practitioners with expertise and direct experience in business and psychology. Many of AIIR’s coaches were former executives themselves. All of AIIR’s coaches have undergone rigorous coach training and are seasoned experts in the art and science of human learning and development. The average senior level AIIR coach has been delivering results for 16 years with over 10,000 hours of direct coaching experience. 

So What’s The Value?

Leaders who have gone through an AIIR executive coaching experience have described the following benefits: 

  • Stronger ability to lead others and gain influence


  • Executive presence


  • Increased capacity to think critically and strategically


  • Enhanced productivity and engagement 


  • Ability to manage competing priorities more effectively


  • Better stress management 


  • Stronger top and bottom line results

In a world where anyone can become a coach, Why Choose an AIIR coach?

By choosing AIIR, you are signing up for an intense, high-impact, value unlocking, science-based, change experience. Our mission is to enable behavioral change that maximizes personal and professional success, business value, and organizational effectiveness.

How does AIIR’s Coaching Technology Fit in?

AIIR Consulting developed cutting edge technology to optimize the coaching experience of busy, global leaders who simply have no time. AIIR’s Coaching Zone™ technology supercharges a coaching engagement by providing HD telepresence for immediate, face to face coaching sessions anytime and anywhere. In addition, Coaching Zone™ tools ensure clients have access to all the critical information that emerges over the course of an engagement at the click of a button.

Case studies

Tom was initially exuberant about his increase in responsibility and salary as the newly appointed head of Sales for the division of a large technology corporation. However, after the first 30 day honeymoon, he found himself struggling. Known for his amicable and warm disposition, Tom had difficulty delivering critical feedback to his reports. Avoiding direct feedback, Tom found himself increasingly hovering over his direct reports’ and would regularly double-check their work.

Following a quarterly slump, Tom’s boss recommended an executive coach to help him bridge his experience as an individual contributor and manager to his new role as an emerging leader in the organization. Coaching involved a comprehensive assessment that included a 360 degree interview. Through this process, Tom discovered that despite his own self-perceptions of his leadership style, others found him to be micromanaging and difficult to talk openly with.

Tom and his coach developed a Strategic Action Plan to address his discomfort with giving direct feedback, improve his assertiveness skills, and increase his ability to delegate. Altering these behaviors was challenging for Tom, but also very rewarding. Tom’s unit went on to produce two consecutive record beating quarters. Of equal importance, Tom was able to reclaim energy that he was misusing and re-direct it into being more productive at work and accomplishing more  goals in his personal life, like spending more time with his family.

CHALLENGE:

A high-potential leader of a global technology business was selected to turn around an underperforming US manufacturing site. Equipped with the technical expertise from his previous experiences, he was referred for leadership coaching in order to develop his leadership effectiveness, managerial capability, and ability to adjust to cross-cultural differences.

SOLUTION:

The business invested in a 6-month leadership coaching engagement utilizing the 4 stage AIIR® coaching method for behavior change

Assessment:

The client received a comprehensive leadership assessment, including an interview-based 360° assessment, four psychometric instruments, and a half-day developmental interview. Results identified an emerging leadership style, core strengths, and development gaps.

Insight:

From the assessment findings, the client created a strategic development plan that focused on critical areas for his development. This plan was shared and approved by key stakeholders, including his boss and HR business partner.

Implementation:

During the course of the Implementation stage, the client demonstrated strong motivation for his coaching and was extremely dedicated to executing on his development plan. The boss and HR business partner's participation throughout the engagement provided additional support and accountability for his development.

Reinforcement:

Reinforcement was achieved through check-in’s and assignments in between sessions.

RESULTS:

As a result of the six month coaching engagement, the client described his team as being more cohesive. He reported more robust working relationships with his co-workers, and he felt better equipped as a manager and leader. Other achievements included: setting up meetings with employees to network and engage in cross-functional collaboration; engaging regular feedback meetings with his HR Business Partner and Boss to increase collaboration and deepen working relationships; and enhanced communication skills across multiple contexts (team meetings, 1-on-1’s, and formal presentations).

Business results during the 6 month engagement were equally impressive. The manufacturing site broke production records that were lauded throughout the broader global organization.   

The CIO of a global retailer demonstrated great technical proficiency but was experiencing issues in his team regarding communication and retention. When a major strategic technology initiative was launched, the vulnerable team issues became prominent and limited the effectiveness of the change process. The organization decided to invest in an executive coach to improve the CIO's leadership effectiveness of both his immediate team and among the global divisional leaders. 

Through leveraging the AIIR method for executive coaching, the CIO became aware of his managerial and communication styles that felt needed improvement. He also became aware of some unique cultural differences between his own cultural background and his parent companies predominant culture. Deep insight into these areas enabled the CIO and his coach to create a strategic development plan that was linked to the organizations business priorities. Over the course of six months, the CTO received one-to-one executive coaching to implement the strategic development plan.

At the conclusion of the engagement, stakeholders and members of the CIO's team unanimously agreed that the CIO made substantial improvements in his leadership style that have led to increased engagement, higher team retention and more agile decision making.