Bart Feder Executive Coaching

My Executive Coaching services are contracted with a company or organization seeking to offer professional leadership development to managers and executives. The employee is my client and a Human Resources Business Partner and/or a direct supervisor serves as the sponsor(s) for the engagement, which will generally be for a minimum of three months and a maximum of six months. I manage a process that maintains alignment of all the key stakeholders on the goals and progress of the coaching, with an appreciation for the client’s objectives, the company’s culture, the unique characteristics of every organization and the context of each engagement. Trust is a critical component of coaching and there is an understanding that the content of conversations with the client and all information gathered through 360 interviews or assessments are confidential and belong to the client. What will definitely be shared with key stakeholders is a Coaching Development Plan, written by the client and the coach, that will capture clear and demonstrable steps that the employee is taking to achieve the agreed upon goals. As an output of coaching, the Development Plan gives both the employee, manager and HR partner a roadmap that will provide value and direction long after the coaching engagement itself ends. I will also contract with individuals who are in transition or whose organizations don’t currently provide access to Executive Coaching, with the understanding that those engagements will not have the benefit of full organizational context or participation.