What it is
Executive coaching takes place on the 1:1 level for a person who holds institutional leadership and lasts anywhere between a minimum of 4 months, and can last as long as 1 year.
The selection of executive coaching is generally a good fit if the client understands the importance of the executive team to understand the racial equity concepts and practices that they hope staff will live into.
The selection of executive coaching is generally a good fit if the client understands the importance of the executive team to understand the racial equity concepts and practices that they hope staff will live into.
Why it's important
Many institutions require that leadership is not only on board with racial equity and anti-racism efforts, but also require that they have the tools and capabilities to implement these efforts across the organization, agency or network.
Several executive leaders at the personal level believe that racism should not exist. But these same leaders often lack the tools, understanding, and support to implement the practices needed to achieve their personal ideals of anti-racism within the workspace. This often creates a disconnect, between their personal aspirations and their professional implementations. Therefore, leaving executive leaders with questions about how to effectively 'be the change they want to see' and also help their staff or members do the same.
Another reason that executive coaching is important is because it reduces the burden of staff from needing to educate the executive leaders who are managing them. Instead, through coaching, executive leaders can learn how to use their understanding to mutually partner with and support staff to build antiracist structures and processes, and facilitate an anti-racist culture.
Several executive leaders at the personal level believe that racism should not exist. But these same leaders often lack the tools, understanding, and support to implement the practices needed to achieve their personal ideals of anti-racism within the workspace. This often creates a disconnect, between their personal aspirations and their professional implementations. Therefore, leaving executive leaders with questions about how to effectively 'be the change they want to see' and also help their staff or members do the same.
Another reason that executive coaching is important is because it reduces the burden of staff from needing to educate the executive leaders who are managing them. Instead, through coaching, executive leaders can learn how to use their understanding to mutually partner with and support staff to build antiracist structures and processes, and facilitate an anti-racist culture.
What to expect
GamblinConsults adheres to our values and affirmations to guide our executive coaching, whereby we course correct colonial understanding, actions and behaviors, practice love as a verb and embrace the truth that honesty is integrity.
Some things to expect from our executive coaching include:
Some things to expect from our executive coaching include:
- A Discovery Call to understand goals, a brief history of how the organization, government agency or network of the executive leader got to where they are on their journey to address racism, and background about who the executive leader is and what their current understanding of these issues are.
- An initial Co-Planning Session to actively collaborate together to finalize the goals and objectives and timeline.
- An invitation for staff or members to provide feedback on the support that they believe their executive leader needs to more deeply understand, implement, and lead anti-racist efforts within the organization, government agency or network.
- A Final Co-Planning Session to actively collaborate together to finalize the goals and objectives and timeline, given the staff input.
- Complimentary 6 week coaching through GamblinConsults, "Life Changing Practices to Identify and Dismantle Racism in 45 Days" program, accompanied with 1:1 weekly coaching to understand content and implement actions.
- Series of weekly, bi-weekly, or monthly coaching calls with intensive technical assistance in between each call to support the implementation of concepts, tools, and practices of racial equity and anti-racism, to achieve goals outlined in the Co-Planning Sessions and transform aspects of the client's organization, government agency or network.
- Mid-Project Review to reflect on areas the client has grown and how we can measure this growth, and review areas of opportunity. Also offer ways for staff or members to be kept in the loop of progress and success of executive leader, as a result of this coaching opportunity. Invite ways for their perspective on this to help inform ways to move forward in the rest of the coaching experience.
- Close-Out Review to reflect on entire executive coaching experience, areas of success and areas of continued growth.