Leadership Coaching

Course Module or Components

The following illustrates all components of a typical coaching program, but we configure based on client needs.

Module One: Foundational

Instructional Hours: 2 Hours in month one

Methodology: In-person or via video-chat

Components: 360-degree feedback data collection (online, interviews, or client-led conversations)

Learning Outcomes: In a Discovery Session coach and client review responses to a detailed questionnaire, understand history, design the coaching partnership, schedule the sessions, and then begin exercises to deepen self-awareness. Clients then have fieldwork to make progress on personal values, life purpose, and leadership vision.

Module Two: Define the Stretch

Instructional Hours: 5 Hours in month two

Methodology: In-person or via video-chat
Components: 360-degree feedback data assessment report, self-awareness exercises, baseline Pulse Survey, accountability circle (AC).

Learning Outcomes: Debrief 360. In subsequent sessions, map beliefs and fears that contribute to habitual reactions and patterns noted in 360 results. The client uses these to experiment with new ways of leading and then debriefs with the coach.

Client leads a sponsorship meeting with sponsor/manager, HR leader, and coach to align on business and role priorities relevant to the coaching investment, review client’s insights from 360 and related exercises, and agree on a developmental focus (the “One Big Thing” or OBT) and required support.

Client will form an Accountability Circle made up of 5-7 of close colleagues who will (a) provide real-time developmental feedback as the client delivers results while experimenting with new thinking and behaviour and (b) social accountability so as to not slip back into old habits and patterns.

Bi-weekly regular 1:1 Leadership Coaching begins by phone or video chat.

If elected, coach will run a baseline Pulse Survey with the AC to measure current frequency of the OBT.

Module Three: Experiment & Grow

Instructional Hours: 4 Hours across months three and four

Methodology: In-person or via video-chat

Components: Regular coaching + client running experiments on her/his leadership style and beliefs + check-ins with manager and AC to reflect on insights, wins, and misses.

Learning Outcomes: Greater self-awareness and skill development on five key leadership competencies: relating/developing; self-awareness/management, authenticity, systems awareness, and achieving (strategy, implementation, decision making, etc.) and less reliance on three limiting behaviors (complying, distance/critical, and over-control).

Module Four: Assess & Reflect

Instructional Hours: 4 Hours across months five and six

Methodology: In-person or via video-chat

Components: If elected, run Pulse Survey #2, and debrief results in coaching session. Regular coaching + client running experiments on her/his leadership style and beliefs + check-ins with manager and AC to reflect on insights, wins, and misses. Hold sponsorship meeting to reflect on growth and opportunities and align on developmental focus for next three months including timing for Pulse #3. If elected, continue coaching.

Learning Outcomes: Greater self-awareness and skill development on five key leadership competencies: relating/developing; self-awareness/management, authenticity, systems awareness, and achieving (strategy, implementation, decision making, etc.) and less reliance on three limiting behaviors (complying, distance/critical, and over-control). If coaching is not continued, coach will assist client and sponsor to identify client’s developmental focus for subsequent six months.

Assessment Method:
Leadership coaching is company-sponsored and therefore defined by a client’s progress towards her/his leadership developmental focus (the “One Big Thing” or OBT) measured by the client, sponsor/manager, and HR leader via sponsorship meetings plus measurable progress via the three Pulse Surveys that measure frequency of desirable “start” and “stop” behaviours as experienced by her/his Accountability Circle (AC). The coach also provides qualitative feedback to the client in sessions and will provide a certificate of completion for documentation.

Total Training Duration/Length (days): Coaching programs vary by clients but usually span 3-9 months.

Total Training Hours: Coaching programs vary by clients but usually 8-15 hours of coaching plus 2 hours of sponsorship meetings and 1.5 hours of 360-degree feedback assessment debrief.

Total Cost of Program: Coaching programs vary by clients but usually $3,000 to $7,000 depending on total hours purchased, plus 360-degree feedback method (online assessment is $1,200; coach-led stakeholder interviews for 10 people around $3,500) and Pulse Surveys ($800). GST is applied to all Canadian clients.

Course Capacity (maximum number of people allowed in one course): 1

Delivery Method: Coaching is done in-person and via calls and video chats.

Instructor Biography

Brad Herbert is a certified Leadership Coach (CPCC, PCC) with 27 years in HR spanning multiple sectors, countries, fast-growth start-ups, and Fortune 500 companies. He was the VP, Talent Development and Organizational Effectiveness for Electronic Arts’ 9,000 employees, and prior to that the VP of HR for its 15 worldwide studios. He’s been the HR Leader for two start-ups and began his career in Silicon Valley working at Netscape and EA during their hyper-growth years. It’s been quite a ride, and since 2008 he’s had the incredible privilege of contributing to others’ success via his own practice, where he specializes in cultivating adaptability via leadership assessments (including pre-hire, online, and stakeholder interviews), leadership coaching for individuals and teams, and custom leadership development programs.

His clients are usually CEOs and their direct reports in high-growth organizations. They are committed to achieving goals in all areas of their lives, and creating thriving, adaptable businesses where people love to work. Promoted to a Vice President and relocated to a new country at age 35, Brad truly understands the experience and pressure executives feel when trying to simultaneously execute strategies and develop the capacity of themselves and the company.  Blending progressive talent theory and strategies, pragmatism, and a positive, casual style Brad’s partnership helps leaders achieve results, develop outstanding leaders, and strategically approach people and culture development to stay ahead of the growth curve.

Brad has a Bachelor’s Degree in Business from Michigan State University, a Master’s Degree in Industrial and Labor Relations from Cornell University, is a Certified Co-Active Coaching Professional and graduate of the Leadership Program from the Coaches Training Institute, is certified as a Professional Certified Coach by the International Coaching Federation, and holds certifications in The Leadership Circle Profile, The Leadership System, Hogan assessments, and Myers-Briggs Type Indicator tools. He has deep interest and additional training in adult development (in particular the Immunity to Change methodology), neuroscience, and progressive approaches to organizational adaptability, leadership, and culture.  Brad is married, loves learning, travel, dogs, experimenting with ketogenetic diets and intermittent fasting, meditation, early morning workouts, and is an active member of the ICF Vancouver chapter where he was a finalist for the 2016 Coach Impact Award.

Please visit his website or LinkedIn profile for more information. Brad can be reached at [email protected] and +1 (604) 562-7560.