Key features of our Executive Coaching include: Our proprietary Ten-Step Coaching Process. A customized on-line assessment tool for tracking progress

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1 EXECUTIVE COACHING Maximizing the Potential of Your Leaders. Investing in the success of your leaders is an investment in the success of your organization. According to Fortune Magazine, organizations that invested in executive coaching reported a six-fold return on their investment. At the Field Consulting Group we pride ourselves on maximizing returns on invested coaching dollars. Using traditional methodology tailored to the specific needs of the individual and organization, our approach identifies and weeds out ineffective behaviors and replaces them with skills that produce measurable results. Key features of our Executive Coaching include: Our proprietary Ten-Step Coaching Process A customized on-line assessment tool for tracking progress Multiple individual and 360 assessment tools (when available, we will integrate your organization s existing assessments into the coaching process) Regular progress reports to the organization sponsor A guaranteed number of face-to-face meetings regardless of time-frame Unlimited phone availability Two-step closing process: - Step One: occurs when the guaranteed number of meetings has been achieved; includes review of all progress and creation of a new development plan for continuing success

2 - Step Two: twelve months from the initiation of the coaching process the 360 is re-administered and a final development plan is created to ensure ongoing long-term success Advanced-degree coaches, each with a minimum of 10 years coaching experience OUR PROCESS Step One: Sponsor Review. An initial meeting or phone conference is held with the individual s boss and/or organization sponsor, human resources and individuals deemed appropriate by the sponsor. Background information, history and rationale for the coaching are obtained. Goals, objectives and expected outcomes are reviewed. The issue of confidentiality and the coaching process is discussed. Step Two: Candidate Meeting. The initial meeting is held with the coaching candidate to obtain additional background information and their understanding of the rationale for the coaching engagement. The coaching process is reviewed and questions regarding the process are answered. The candidate s motivation and commitment to the process are discussed, as well as the issue of confidentiality. During this meeting the candidate and the coach also explore in detail the goals and objectives for the coaching. Step Three: Sponsor Follow-up. In cases where the coaching is remedial, a follow-up conversation is held with the sponsor to review the candidate s motivation and commitment. Should the coach determine that the candidate is insufficiently motivated or is not coachable, the coach will communicate that to the sponsor. Step Four: Data Collection. The assessment process is customized to the needs of the individual and initiated. Assessment options include individual assessments (e.g., ASSESS Business Personality, Myers-Briggs MBTI, FIRO-B, Leadership Report, Bar-On Emotional Intelligence) and 360 assessments (ASSESS Competency-based 360, LEA Leadership Effectiveness Analysis). An interview-based 360 may also be included. Where it is desired, we will work with an organization s established or preferred assessments.

3 Step Five: Create Custom Development Plan. All of the information gathered during the sponsor and leader interviews, all assessment data and any additional data (previous 360's or assessments, performance reviews, job descriptions, etc.) is consolidated and reviewed to determine key areas for the leader to focus on. A custom development plan is created. Step Six: Create Custom Tracking Tool. A custom on-line assessment is completed by individuals who participated in the 360 process. This brief assessment, which takes less than 5 minutes to complete, is administered several times throughout the coaching to track progress. Step Seven: Coaching to Plan. Regular meetings are held with the leader to review progress, provide feedback, and discuss and strategize important challenges and opportunities. The development plan and on-line tracking tool are modified as new goals are established. Step Eight: Sponsor Involvement. The sponsor is regularly apprised of the status of the coaching. Additional meetings with the leader, sponsor and coach are held as needed. Step Nine: First Stage Closure. For our six-month coaching process this occurs during the twelfth meeting. (Our six month coaching guarantees that 12 face-to-face meetings regardless of time frame.) The development plan is reviewed and a new plan is formulated for the ensuing six months. Should it be desired, the coach is available to the leader for phone coaching during that period. Step Ten: Final Stage Closure. At approximately 12 months the coach returns for a final follow-up meeting. For those who completed a written 360º, another will have been administered. The new 360 data as well as progress will be reviewed and a final development plan created.

4 ENGAGEMENTS Executive Coaching Coached the SVP of an entertainment company. The engagement resulted in their being promoted to EVP and second in command of the company. Individual was subsequently recruited to be the CEO of another entertainment company. Coached the Division President for a Fortune 100 firm to develop leadership skills with their executive team; resulting in a more effective, respectful style with senior management. Coached seven General Managers for a major distribution network in strategic planning, priority management and team development. Comments included - This has been the most transformative learning experience of my life and I applied these methods with my team at the next meeting and they worked! Coached the Chairman and Founder of a technology company. As a result the Chairman was able to maximize timeliness and effectiveness of the Board, allowing key decisions to be made on issues related to product development and cycle times. Coached the senior level finance manager of an engineering and construction company to quickly assume financial operations for the organization in the Mideast. Individual successfully assumed operations, integrated a new team, cleared existing operational issues and created and implemented a new strategic vision. Coached a division senior executive at a biotechnology company. Executive was able to restructure and realign team based on a new strategy, restructure operations and increase employee satisfaction. Leadership Development Created and implemented a Leadership Development Program for high potentials at a major engineering and construction firm. The program included in-depth assessment and feedback processes, creation of ongoing individual development plans and coaching to help individuals maximize their performance. Program was so successful in the initial business unit that it was adopted company-wide as the standard

5 for high potential development. Created and implemented a custom mentoring program integrated with a leadership development program. Program was formulated to address an urgent organization need where 50% of managerial staff were retiring within a five-year time span. Program resulted in key knowledge transfer from senior management to the next generation of managers. Created and implemented a custom high potential leadership development program for a major bank. Success of program led to it being adopted company-wide as the standard format for the high potentials. Facilitated 5-day leadership seminars for all division management in a Fortune 5 company. Division management received higher satisfaction and motivation ratings from employees than did other divisions.