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One Executive Coach or Trainer is just as good as any other, right?
Your organization
deserves individualized attention.
Do you want pre-planned, buzzword-filled versions of Organizational Agility basics that kind of, sort of, almost meet your primary needs? These types of “cookie cutter” approaches may fire you up for a while, but they won’t address your individual obligations.
Joan doesn’t do cookie cutter organizational psychology. Joan is dedicated to individualized, exclusive, person to person coaching that meets the specific needs of each client, their team, and their organization.
- Executives are targeted to go through a leadership development process. Often the whole group goes through leadership development training, and coaching is provided to assist each executive in developing and implementing their own executive development program, tying back to the common core values and principles brought out in the training
- The coach meets with the executive for an initial interview, or series of interviews. The coaching process is explained, why this executive is being targeted, and a personal history is obtained. Further discussions are around the areas of responsibility, the strengths and challenges the executive sees him or herself to have in carrying out their areas of responsibility, their understanding (perception) of how others see them, their personal goals and ambitions, etc.
- The coach meets with the direct superior of the individual (often the CEO or even the Board) and obtains their input. Sometimes the meeting may take place with both the targeted executive and his or her boss together.
- A “test battery” is administered, which are a series of inventories usually specifically related to management, leadership, conflict management skills, organizational skills, and other areas. Some inventories are 360 degree administered. Psychological tests that are effective for the workplace may also be administered. Each test battery is unique, depending on the person and the industry, unless a number of people from the same executive group are being coached. Then the battery may be standardized, and inventories related to group efforts may be included.
- Feedback is given, discussed, and the most important points to be focused on for development are agreed upon. The ultimate goals of the executive and of the company, the test battery results, and the personal needs of the executive all drive this part. Conflicts between organizational and personal goals are openly addressed.
- Action plans are developed for each item in a specific “commitment” process that has been developed by JPA-International.
- Coaching and a plan on how to feed back the results to other parties (boss, employees, etc.), if needed, is set up.
- A pattern for frequency of interaction between the executive and the coach is set up. The standard process for frequency of follow-up meetings is usually 2 times a month for 6-9 months, one hour for each meeting. Follow-up meetings can be done by phone or in person.
- Coaching is a very personal process. Since JPA addresses both the psychological and organizational issues of being as effective a leader as possible, both areas are covered when setting goals and action plans. The focus is on changing behavior, but also attitude and perspective as well. Often issues outside of work affect executive skills, and are addressed as needed.
- Executives usually enjoy the whole process!
Learn More About our Coaching Process
Executive Coaching Program for General Executive Development
The Executive Coaching Program for General Executive Development is the formal leadership development program designed for executives who are generally performing well, but know that even the best can still improve their focus, performance, and strengthen their team with the most effective leadership strategies. The JPA Executive Coaching for General Executive Development is designed with executives like you in mind.
Core processes for General Executive Coaching include:
Group leadership development training
Interviews with Executive and C-Suite or supervisor to identify strengths and challenges
Leadership and management evaluation battery testing including psychological testing
Feedback and plan of action development
And much more!
Are you ready to be better than the best?
- Executives are targeted to go through a leadership development process. Often the whole group goes through leadership development training, and coaching is provided to assist each executive in developing and implementing their own executive development program, tying back to the common core values and principles brought out in the training.
- The coach meets with the executive for an initial interview, or series of interviews. The coaching process is explained, why this executive is being targeted, and a personal history is obtained. Further discussions are around the areas of responsibility, the strengths and challenges the executive sees him or herself to have in carrying out their areas of responsibility, their understanding (perception) of how others see them, their personal goals and ambitions, etc.
- The coach meets with the direct superior of the individual (often the CEO or even the Board) and obtains their input. Sometimes the meeting may take place with both the targeted executive and his or her boss together.
- A “test battery” is administered, which are a series of inventories usually specifically related to management, leadership, conflict management skills, organizational skills, and other areas. Some inventories are 360 degree administered. Psychological tests that are effective for the workplace may also be administered. Each test battery is unique, depending on the person and the industry, unless a number of people from the same executive group are being coached. Then the battery may be standardized, and inventories related to group efforts may be included.
- Feedback is given, discussed, and the most important points to be focused on for development are agreed upon. The ultimate goals of the executive and of the company, the test battery results, and the personal needs of the executive all drive this part. Conflicts between organizational and personal goals are openly addressed.
- Action plans are developed for each item in a specific “commitment” process that has been developed by JPA-International.
- Coaching and a plan on how to feed back the results to other parties (boss, employees, etc.), if needed, is set up.
- A pattern for frequency of interaction between the executive and the coach is set up. The standard process for frequency of follow-up meetings is usually 2 times a month for 6-9 months, one hour for each meeting. Follow-up meetings can be done by phone or in person.
- Coaching is a very personal process. Since JPA addresses both the psychological and organizational issues of being as effective a leader as possible, both areas are covered when setting goals and action plans. The focus is on changing behavior, but also attitude and perspective as well. Often issues outside of work affect executive skills, and are addressed as needed.
- Executives usually enjoy the whole process!
Learn More About our Coaching Process
Coaching to Increase Revenue & Performance
With a focus and outcome of specified improvement for one or more executives, the Executive Coaching Program for Performance Issues will help poor performers meet your organization’s standards of excellence in all areas.
Core processes for Coaching to Increase Revenue &smp; Performance include:
Specialized one-on-one coaching
Interview with Executive (and often managers) to evaluate performance & goals
“Managerial Self-Awareness” (MSA) testing and psychological testing
Managerial coaching to assess Executive’s improvement
And much more!
Are you ready to be better than the best?
- Executives are targeted to go through a leadership development process. Often the whole group goes through leadership development training, and coaching is provided to assist each executive in developing and implementing their own executive development program, tying back to the common core values and principles brought out in the training.
- The coach meets with the executive for an initial interview, or series of interviews. The coaching process is explained, why this executive is being targeted, and a personal history is obtained. Further discussions are around the areas of responsibility, the strengths and challenges the executive sees him or herself to have in carrying out their areas of responsibility, their understanding (perception) of how others see them, their personal goals and ambitions, etc.
- The coach meets with the direct superior of the individual (often the CEO or even the Board) and obtains their input. Sometimes the meeting may take place with both the targeted executive and his or her boss together.
- A “test battery” is administered, which are a series of inventories usually specifically related to management, leadership, conflict management skills, organizational skills, and other areas. Some inventories are 360 degree administered. Psychological tests that are effective for the workplace may also be administered. Each test battery is unique, depending on the person and the industry, unless a number of people from the same executive group are being coached. Then the battery may be standardized, and inventories related to group efforts may be included.
- Feedback is given, discussed, and the most important points to be focused on for development are agreed upon. The ultimate goals of the executive and of the company, the test battery results, and the personal needs of the executive all drive this part. Conflicts between organizational and personal goals are openly addressed.
- Action plans are developed for each item in a specific “commitment” process that has been developed by JPA-International.
- Coaching and a plan on how to feed back the results to other parties (boss, employees, etc.), if needed, is set up.
- A pattern for frequency of interaction between the executive and the coach is set up. The standard process for frequency of follow-up meetings is usually 2 times a month for 6-9 months, one hour for each meeting. Follow-up meetings can be done by phone or in person.
- Coaching is a very personal process. Since JPA addresses both the psychological and organizational issues of being as effective a leader as possible, both areas are covered when setting goals and action plans. The focus is on changing behavior, but also attitude and perspective as well. Often issues outside of work affect executive skills, and are addressed as needed.
- Executives usually enjoy the whole process!
Learn More About our Coaching Process
“As Needed” Coaching
Determining whether a coach is needed for a given Organizational Agility, executive (and sometimes an entire executive team), or manager can be a challenge for any leader. “As Needed” coaching by Dr. Joan Pastor and JPA International is here to help you choose the best course of action for your organization to discover the underlying needs and address them without the commitment of a complete coaching program. “As needed” coaching is devised to tackle the small issues before they become big problems for your executive team. See how even a short session with a professional executive coach can enhance your business.
As Needed coaching can include (but is not limited to):
Short assessment and interview with Executive, Manager, and/or C-Suite
Mediation between Executive and Manager to discuss issues and concerns
Performance support for individual success
Feedback and recommendations for evaluation by Supervisor
Customizable with short and long term options
Are you ready to improve performance in your organization from top to bottom?
- Executives are targeted to go through a leadership development process. Often the whole group goes through leadership development training, and coaching is provided to assist each executive in developing and implementing their own executive development program, tying back to the common core values and principles brought out in the training.
- The coach meets with the executive for an initial interview, or series of interviews. The coaching process is explained, why this executive is being targeted, and a personal history is obtained. Further discussions are around the areas of responsibility, the strengths and challenges the executive sees him or herself to have in carrying out their areas of responsibility, their understanding (perception) of how others see them, their personal goals and ambitions, etc.
- The coach meets with the direct superior of the individual (often the CEO or even the Board) and obtains their input. Sometimes the meeting may take place with both the targeted executive and his or her boss together.
- A “test battery” is administered, which are a series of inventories usually specifically related to management, leadership, conflict management skills, organizational skills, and other areas. Some inventories are 360 degree administered. Psychological tests that are effective for the workplace may also be administered. Each test battery is unique, depending on the person and the industry, unless a number of people from the same executive group are being coached. Then the battery may be standardized, and inventories related to group efforts may be included.
- Feedback is given, discussed, and the most important points to be focused on for development are agreed upon. The ultimate goals of the executive and of the company, the test battery results, and the personal needs of the executive all drive this part. Conflicts between organizational and personal goals are openly addressed.
- Action plans are developed for each item in a specific “commitment” process that has been developed by JPA-International.
- Coaching and a plan on how to feed back the results to other parties (boss, employees, etc.), if needed, is set up.
- A pattern for frequency of interaction between the executive and the coach is set up. The standard process for frequency of follow-up meetings is usually 2 times a month for 6-9 months, one hour for each meeting. Follow-up meetings can be done by phone or in person.
- Coaching is a very personal process. Since JPA addresses both the psychological and organizational issues of being as effective a leader as possible, both areas are covered when setting goals and action plans. The focus is on changing behavior, but also attitude and perspective as well. Often issues outside of work affect executive skills, and are addressed as needed.
- Executives usually enjoy the whole process!
Learn More About our Coaching Process
Make the Right Choice; Call Joan
Dr. Joan Pastor, Ph.D., is the certified C-Suite, Fortune 500 leader recommended executive coach whose full focus is making your organization stronger. With her team at JPA International, Joan’s proven methods of success are designed to meet the individual needs of top-tier executives so they can improve their organizations, their boardrooms, and themselves quickly and effectively.
With a background in business psychology and more than 30 years of experience transforming individuals into stronger, more powerful C-Suite executives through consulting, advising, and coaching, Joan has the experience to equip executives with the tools they need to lead a dynamic workforce that works toward a single goal of success.
Renowned for her positivity, insight, and notorious humor, Joan always makes everyone, from boardroom to cubicles, feel energized, excited, and motivated to perform!