Executive Coaching
We have three decades of experience coaching Global Fortune 500 executives. Our sessions are designed to enable executives to distinguish between leading and managing, to exercise those skills to maximum effectiveness, and to realize the critical importance of coaching those who report directly to them.
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Executive Coaching Across Cultures
Designed to enable executives working in an intercultural environment to more effectively fulfill their roles as leaders and managers by developing targeted competencies and behaviors that will contribute to achieving maximum individual and organizational productivity.
Benefits
- Better alignment between corporate needs and subordinates’ career goals.
- Existing opportunities are exploited and/or new ones created or identified.
- Increased confidence to perform the key functions of leading and managing: motivating, coaching, delegating, and solving problems.
- Improved teamwork and departmental (and company) competitiveness.
- Improved communication, including more effective feedback.
- Greater ability to manage performance with subordinates from a diversity of backgrounds.
- Motivated executives.
- Enhanced possibility that executive and subordinate relate to each other as colleagues in a global company and not as representatives of opposing cultures.
Objectives
- Identify specific leadership and management problems experienced by the executive.
- Clarify the gap between the executive’s self-perception and the perceptions of others.
- Acknowledge personal communication styles and consider alternatives.
- Develop a targeted action plan that turns the executive’s weaknesses into strengths.
- Increase the executive’s confidence and ability to coach and to manage performance with a diversity of subordinates.
Approach
- Informal, conversational format.
- Action steps for improvement suggested, discussed, and practiced.
- Debriefing executives’ actual experience with colleagues and subordinates from diverse backgrounds.
Executive Coaching for Japanese Expatriates
Designed to enable Japanese executives working in the United States to more effectively communicate, manage performance, and conduct performance reviews with local subordinates from a diversity of backgrounds.
Benefits
- Greater ability to manage performance, including conducting performance reviews, with subordinates from a diversity of backgrounds.
- Enhanced possibility that Japanese expatriate and local subordinate relate to each other as colleagues in a global company and not as representatives of opposing cultures.
- Improved teamwork and departmental (and company) competitiveness.
- Better alignment between corporate needs and local subordinates’ career goals.
- Increased confidence to perform the key functions of managing: motivating, coaching, delegating, and solving problems.
Objectives
- Identify specific problems of performance management experienced by the Japanese expatriate.
- Clarify how cultural assumptions can impact the performance review process.
- Acknowledge personal communication styles and consider alternatives.
- Discuss possible countermeasures to the identified problems of performance management.
- Increase the expatriate executive’s confidence and ability to conduct performance reviews with, and to coach, a diversity of subordinates.
Approach
- Informal, conversational format—in Japanese and/or English.
- Debriefing expatriate’s actual experience with local subordinates.
- Action steps for improvement suggested, discussed, and practiced.
Let’s work together
For more than three decades, companies such as Aflac, Boeing, Canon, Coach, Eli Lilly and Company, Ford, Honda, MUFG Union Bank, N.A., Sony and Uniqlo have relied on Gillespie Global Group’s trans-Pacific research, consulting, executive coaching and training to improve employee engagement and increase profits. Perhaps we can help your company, too.