Executive Coaching Towards Excellence

Why Executive Coaching Towards Excellence?

I have found that executive coaching has the most direct and longest lasting impact on building the capacity and effectiveness of an agency.

  • It makes the executive a better manager and more confident leader.
  • It helps an executive develop the skills to create a more effective board and a more successful fundraising effort.
  • In my experience, it is by far the quickest way to grow an agency or turn around one that is in crises.

Who is this for?

Every executive director at one time or another!  Maybe it’s a new nonprofit executive who needs a jump-start to be more effective.   How about an executive who is having problems with the board’s confidence?  Is this you, or is this your executive director?  No need to feel ashamed or angry, for it happens at one time or another in every agency, and it often comes down to a firing or quitting, or getting some help – a coach.  A coach is better, and cheaper!

Being a nonprofit executive today is hard.  How can one person have all these skills?  They can’t. Most nonprofit executives come with skills and experience in some of these areas and learn on the job, through trial and error, and there can’t be too many errors.  Where can an executive go to learn how to face these challenges and keep the confidence of the board, the respect of the staff, all with a positive attitude and exuding self-confidence?  With an experienced coach!

Every executive, in the private and public sector, can from time to time use a trusted advisor, a knowledgeable teacher, someone to test ideas on before rushing into action.  Many executives today, even at the highest level of the corporate world, have an executive coach. Why not our nonprofit executives? Usually they think they can’t afford it.

What’s the cost?

It’s really inexpensive – just $1000 for the assessment and $500 a month for the coaching.

How does Executive Coaching Toward Excellence work? 

  • Stage One: An assessment of the agency’s needs and the executive’s deficiencies is completed.
  • Stage Two: Creating a plan that will deliver the results determined in the Assessment and approved by the board and the executive.
  • Stage Three:  Bi-weekly meetings are held between the executive coach and the executive to address the issues identified by the plan
  • Stage Four: Providing feedback to the board of progress along the way and a report at the end of the contract.  Maintaining confidentiality with the executive is critical!

How long does this last?

The initial contract is for six months and can be extended if requested.

Why an Assessment?

  • An executive director has no colleagues or a supervisor to give him/her an honest assessment of how they are doing in their job, or how they can do better.
  • In most agencies, the board seldom takes time to give an executive a quality assessment, and certainly does not offer solutions on how their performance can improve.

How is it done?

  • Board leadership should agree on who should be part of this process. Some suggestions are:
    • The entire board or just the leadership
    • All staff or just direct reports
  • All those designated will be given a questionnaire to fill out. The coach will tabulate the results, and based on this information, will present a report to the board. This will be shared with the executive, and together with the coach, a Coaching Plan will be developed and shared with the board leadership.

What areas will be addressed?

  • Planning
  • Administration
  • Board Relations
  • Financial Management
  • Communications and Public Relations
  • Fundraising
  • Leadership Skills
  • Interpersonal Skills

In addition, past achievements and areas of dissatisfaction will be determined. Based on these responses a set of performance goals will be set and a timeline established.  The executive and consultant will then assess his/her growth goals, how they can be achieved, and what organizational or other obstacles stand in the way of success. This process should take about a month.

This material has been developed with reference to “Assessment of the Chief Executive” (revised) by Board Source.

Why this Executive Coach?

  • My experience of over 30 years as an executive director in major agencies around the country.
  • My consulting experience of working with hundreds of nonprofit agencies of all sizes and in most fields that has really made a difference to the clients.
  • Successfully coaching of several executive directors for the past five years. Just ask the executives. Look at the website, www.segallconsulting.com

If you’d like to get started or find out more information, please give me a call or send an e-mail.

I look forward to hearing from you.


Barrie Segall, M.S.W.

Segall Nonprofit Consulting