Breakfast Club
Dallas: The Next Frontier for Learning and Development
Apr 01, 2010 07:30 am
Four Seasons Resort and Club Dallas
Irving, Texas
CLO Symposiums
The Networked Organization: Leading Learning in the New Economy
Apr 12, 2010 - Apr 14, 2010
Boca Raton Resort & Club
Boca Raton, Florida
Webinars
Enterprise Collaboration: Can You Connect Social Learning and Business Performance?
Apr 15, 2010
Industry News
Executive Coaching Not Just for the C-Suite Anymore, Says Impact Achievement Group
Print this Article Email this Article
Seattle — Jan. 30
Executive coaching, an investment typically reserved for senior corporate executives, is taking a new direction by linking assessment with performance management through a unique strategic relationship between Impact Achievement Group and OI Partners/Promark Co. of Cincinnati.
The relationship offers client companies a way to maximize the performance of their high-potential managers and help them take charge of their career development. Using Impact Achievement Group’s Harrison Assessment System, coupled with its Leadership Impact Survey, OI Partners/Promark Co. gives promising managers a way to achieve measurable improvement in their role as leaders. Employers also have a superior way to drive succession planning and performance in their organizations.
“Traditional executive coaching had an elitist reputation, a privilege reserved for the most senior executives without a focused tie-in with overall business strategies,” said Lee Klepinger, president and chief executive of Impact Achievement Group. “Coaching should be more closely integrated with performance management, in order to create great leaders at multiple levels of the organization. We are seeing a definite trend in organizations focusing development at all levels of the organization to accelerate the development of their high potential mangers and increase bench strength.”
OI Partners uses the Harrison Assessment System in concert with the Leadership Impact Survey (LIS) from Impact Achievement Group to provide increased value over typical coaching. The LIS surveys those most affected by the manager’s leadership skills — their direct reports — to evaluate such competencies as employee engagement, performance expectations and accountability, effective workplace communications, managing performance problems and coaching style flexibility.
“What’s great about the LIS is that it not only gives you feedback in different areas, but also provides the action steps and development advice,” said Tim Schoonover, president of OI Partners/Promark Co., a global talent management company specializing in leadership development, executive coaching and career transition. “Coaches can help managers build a measurable personal development plan that creates accountability for better performance management within the managers themselves.”
Schoonover added that when coaching helps individual managers meet personal business outcomes, by definition they are helping companies meet their overall business goals. Executive coaching leveraging the Harrison Assessment and the LIS ideally complements Impact Achievement Group’s management and leadership development workshops and tools and engages the individual in the development of his or her career.
For more info: http://www.impactachievement.com
Executive Search
ESI International Director, eContent Strategy
01/14/2010
The Director, eContent Strategy is responsible for providing ESI’s executive team with strategic-level direction to implement alternative blended learning delivery formats to our worldwide client base.
Senior Manager, Global Learning & Talent Development
11/19/2009
Deloitte Touche Tohmatsu (DTT) is an organization of member firms devoted to excellence in providing professional services and advice. We are focused on client service through a global strategy executed locally in nearly 150 countries.
Director, Leadership & Organizational Development Parkland Health & Hospital System
10/26/2009
Parkland Health & Hospital System (www.parklandhospital.com) located in Dallas, Texas has been voted one of "America's Best Hospitals" by U.S. News & World Report for 16 consecutive years and recently named one of the "Top 100 Hospitals to Work For" by Nursing Professionals Magazine.
March 2010
Five Innovative Online Courses
Make the most of e-learning
March 2010
Securing the Future
Lessons from an educational innovator
March 2010
The Right Feedback
Leverage your untapped resources
Case Study
March 2010
Health Care Learning for the Next Generation
With a collaborative, networked learning system in place, NextGen cures health care providers’ hesitancy to innovate.
Business Intelligence
March 2010
Talent Management as Survival Skill
Talent management emerged from the recession relatively unscathed, and many CLOs see it as the way up and out of the economic downturn.
Profile
March 2010
Special Delivery: Learning at UPS
Anne Schwartz delivers a workforce that is the complete package via a philosophy of experiential rotation and a strong emphasis on simulations.
ADVERTISE CONTACT US PRIVACY ABOUT
Chief Learning Officer magazine is a trademark of Mediatec Publishing Inc. All clomedia.com and Chief Learning Officer magazine content © Copyright 2009 MediaTec Publishing Inc. All Rights Reserved. It is illegal to copy, reproduce or publish any information contained on clomedia.com or in Chief Learning Officer magazine without express written permission from MediaTec Publishing Inc.