WHY AIIR COACHING?
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
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.
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.
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.
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.
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 was achieved through check-in’s and assignments in between sessions.
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.