The IL Coaching Roadmap

Discover and experience the unique and powerful components of the Intelligent Leadership
(IL) Executive Coaching Blueprint created and mastered by John Mattone, the world’s #1 authority on corporate culture and leadership and the former coach to Steve Jobs, Roger Enrico, the former Chairman & CEO of PepsiCo., and hundreds of other highly successful global CEO’s and leaders. John Mattone’s Intelligent Leadership (IL) Executive Coaching Process unlocks and unleashes a leaders’ full potential so they truly become the best leaders and people they can be.

This unique coaching process and mastered blueprint achieves this by igniting and strengthening a leaders inner-core and outer-core, which enables them to realize 4 “game-changing” outcomes that they can leverage as leaders in their business and life: altruism, affiliation, achievement, and abundance (The 4 A’s). The 4 A’s are the seeds to achieving sustained greatness and creating a lasting legacy.

“Nobody sees your “Inner-core” except you… if you choose to see it; if you do, this becomes the key to unleashing your massive leadership potential.” – John Mattone

IL Executive Coaching

2 Powerful Ignitors. 4 Transformative Outcomes.

Strategic-Tactical Leadership

Individual assessments are combined with 360-degree interviews involving key stakeholders and constituents (board members, other C-Level executives, direct reports) as well as survey a larger population of employees using my Strategic-Tactical Leadership Index 360-Survey or the organization’s sponsored 360-Survey. We will then identify from our general observations, assessments, interviews, and shadow days, the executive’s leadership strengths and development needs. Typically, we schedule a full-day to debrief and discuss the themes and results of the assessments.

We then transition to introducing the executive to their Core Purpose and creating their Core Purpose Statement (CPS). One of the most powerful methods for cultivating a leaders’ passion for the vision “of the essence” of the person they must become (even “bigger” than what they want to become), is having them create and live by a core purpose statement, philosophy, or creed. Such statements capture the essence of the person and leader they want to become (and must become), what qualities they want to develop (and must develop), what they want to accomplish (and must accomplish), and what contributions they want to make (and must make).

Powerful Strategies

“The key to unlocking your massive potential is making the decision to be vulnerable.” – John Mattone

Clarity on these issues is critical because it affects everything else—the goals they set, the decisions they make, the paradigms they hold, and the ways they spend their time.

With our guidance and the use of the IL proprietary tools, the executive then prepares their initial leadership professional development plan (based on the diagnostic phase and their CPS) that focuses on strengthening their: (1) indisputable strengths; (2) surprise strengths; (3) indisputable development needs; and (4) surprise development needs. While this sounds like a lot, it is important to limit the executive to focusing on only one element per area.

With our support, guidance and performance coaching, they then meet with their stakeholders and constituent groups individually and collectively to share any number of things, including: their drive and passion to become the best leader they can be and that they cannot achieve this goal without the input, support and guidance from them (this step can often be the most challenging for most executives). We coach (and provide the tools, professional development, guidance and preparation) the executive to invite and incorporate positive developmental suggestions from their key stakeholders and constituent groups so they can finalize their leadership development plan.

With our on-going performance coaching, support and guidance, the executive then starts executing this plan while ensuring that key stakeholders and constituents provide quarterly feedback to the executive on the progress they are making on their leadership professional development plan.

In general, throughout this process, which can be 3 to 12 months, we work confidentially with the executive on implementing powerful change strategies that leverage their considerable leadership capabilities while also strengthening their professional development opportunities—coaching them on first strengthening their “inner-core” as a foundation to strengthening their “outer-core” leadership skills.

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