by rob_admin | Feb 16, 2019
Jonathan Lim,
CEO, Halozyme Therapeutics
Jonathan Lim,
CEO, Halozyme Therapeutics
Create Accountability Mechanisms
This coaching leverages the common issues faced by a cohort of leaders (typically 6-8) at similar levels across functions. It builds cross functional awareness and networks while developing the skills for ongoing peer-coaching. Sessions last up to 3 hours, with as many as 6 sessions over 12 weeks. Two hour of individual coaching is available to members for deep dives into individual challenges.
This process is intended for a quick course correction where appropriate. The focus is on immediate actions to address a specific situation – a jump start. It is not intended to address learning new mindsets or ingraining new habits of effective leadership.
Feedback from stakeholders may be gathered through an online instrument, and does not include interview-based feedback.
This process uses the same basic process as our other executive coaching programs, but focuses on an executive’s first 100 days in a new position, or with a new team. The up-front feedback focuses on expectations and relevant context from the resident team’s past experience.
The process aims to accelerate communications and trust, avoid hidden pitfalls, minimize hesitation to make any major changes needed, and maximize a new leader’s immediate impact. As with all our coaching processes, it is data-driven and process-controlled with measurement along the way.
This program is for those who have been star performers in their past roles and now find themselves facing new, often broadened responsibilities. This includes new team leadership responsibilities, a new or prospective promotion, shifting to a new function, or navigating through changes in organizational structure or ownership.
Feedback from stakeholders is gathered via phone interview, and can include online 360 feedback as well, if appropriate.
Targeted outcomes typically include:
This program is designed to support those who are ready to immerse themselves in a concentrated period of developing their unique leadership style. Participants need to have reached a point where they are demanding of themselves that they master a new level in the art of leadership.
Feedback from stakeholders is gathered via phone or in person interview, and can include online 360 feedback as well.
Targeted outcomes typically include:
This program is developed for individuals who are leading entire business units, and are focused on adding the maximum value possible to the whole of their organizations. It expects a high level of strategic thinking and a sustained capacity to reflect on, and learn from, previous experience.
The scope of issues includes:
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