Center for Creative Leadership

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Sr. Coaching Talent Leader

at Center for Creative Leadership

Posted: 5/18/2019
Job Status: Full Time
Job Reference #: *BBF25B98504675B5
Categories: Other/General
Keywords:

Job Description

Requisition #
19-0042

Title
Sr. Coaching Talent Leader

Employee Type
Full Time

Campus
Colorado Springs, CO

City
Colorado Springs

State
CO

Description

General Summary

The Senior Coaching Talent Leader (CTL) has responsibility to ensure exceptional adjunct coaches meet and exceed client expectations as they execute the Americas Coaching Practice strategy.

Coaching talent must be ready to support:

  1. Executive Coaching (ranging from one-off and stand-alone to large scale or feedback)
  2. Integrated Coaching (designed into and around a CCL or client leadership program)
  3. Coaching Skills and Coaching Culture solutions (OE, licensed and Custom coaching programs)
  4. Group & Team coaching (ranging from process facilitation to team development and action learning)
  5. Business development opportunities (by listening for additional opportunities and responding accordingly, offering additional coaching when appropriate and providing feedback to CCL about opportunities while maintaining appropriate confidentiality)

The Sr. CTL’s key responsibilities span 4 areas:

  1. Develop and lead the Americas Coaching Talent Team and Talent Strategy (25%)
    1. Serve as “single point of accountability” for Americas coaching talent, reporting to the Director of Coaching.
    2. Provide leadership to CTLs as their formal manager, driving engagement and conducting ongoing 1:1 meetings and annual appraisals of direct reports (CTLs).
    3. Develop and execute a robust, world class, scalable and sustainable coaching talent strategy to meet the evolving needs of the business.
    4. Contribute to strategic conversations about the coaching business strategy and lead the development of talent to support the portfolio.
    5. Work closely with the Director of Americas Coaching Practice, and other coaching leaders, to ensure alignment across the practice.
    6. Ensure alignment on how we engage coaches across campuses and share best practices as appropriate.
    7. Structure how the CTL team works to ensure additional “single point of accountability” for key areas including recruiting, selecting, onboarding, supervision, research and quality, etc.
    8. Work to ensure CTLs are able to balance strategic and tactical needs by developing and employing a Community Lead Coach strategy and other means as necessary.
    9. Serve as a liaison for global coaching talent, ensuring sufficient alignment to enable us to meet and exceed client expectations globally.
    10. Measure and work to ensure Direction, Alignment, Commitment (DAC) and engagement of coaches, eventually developing and leveraging a Coaches Engagement Survey.
    11. Support other team priorities and projects as needed.
    12. Foster a business partnership with coaches (25%)
      1. Understand, balance and share the needs of the independent contractor as well as the organization and building upon and communicating the unique value proposition we offer coaches.
      2. Proactively manage and help the organization navigate the polarities that sometimes exist between growing and sustaining a profitable coaching business, engaging world class coaches and advocating for rigorous coaching practices built on best practices.
      3. Multiply impact by working through Community Lead Coaches who manage smaller cadres of coaches.
      4. Partner with and influence Operations and other CCL stakeholders to ensure systems and processes that impact coaches, bring value and are simple, scalable and sustainable. Identify where areas of improvement and/or innovation need to occur and work with stakeholders to make these improvements.
      5. Work in concert with Operations and Account Teams to ensure quality of the coaching experience and delivery of contracted work.
      6. Ensure coaches have the support they need to execute on client work and that coaches experience working for CCL as a positive experience.
      7. Understand the market, competitors, and trends in order to help inform and make strategic decisions for the coaching practice.
      8. Build a business partnership with the assigned campus (25%)
        1. Understand and communicate the intersection of the coaching strategy and the campus strategy.
        2. Participate on the Campus Leadership Team, as appropriate and determined by the Campus Managing Director.
        3. Work closely with the CPL to maintain an understanding of campus priorities and the pipeline in order to forecast talent need.
        4. Ensure effective coach matching and utilization in collaboration with Schedulers, Project Managers and Account Teams.
        5. Partner with Coaching Practice Leader on capability development of Leadership Solutions Partners and Sales Teams, ensuring they have the resources and understanding needed to integrate coaching into client solutions.
        6. Serve as a backup for consults with sales, faculty and clients in the design, sale and execution of coaching solutions.
        7. Share responsibility with the CPL, Sales colleagues, Managing Director and the Director of Coaching for coaching revenue and margin, by being present and responsive, educating the campus on coaching solutions, and positioning coaching solutions as supportive of their goals.
        8. Lead a specific talent function across the Americas (25%)
          1. In addition to holding responsibility over all things coaching talent for the Americas, this role will also serve as “single point of accountability” for one of the following areas of responsibility, ensuring CCL achieves and maintains world class status in:
            1. Recruitment and selection, with a focus on diversity
            2. Training and development of coaches and independent contractors’ areas of specialization.
            3. Research, evaluation, quality, and supervision “feedback loop”
            4. Support the other CTL’s areas of responsibility as listed above.


            Requirements

            Educational Requirements

            • Master’s or PhD. in behavioral or O/I psychology or related field
            • ICF PCC or ICF MCC credential strongly preferred

            Knowledge, Skills, & Abilities

            • Established subject matter expertise in multiple modalities of coaching (Executive coaching, integrated coaching, team coaching, action learning coaching, etc.)
            • Proven ability to successfully implement large scale organizational change
            • History of successfully managing multiple large scale projects and a high volume of work and competing priorities with limited resources
            • Track record of at least 5 years successfully managing and engaging dispersed teams, and the structure and processes required to scale and sustain quality across a large network, evidenced by qualitative and quantitative metrics
            • Experience organizing and supporting large groups of independent contractors, affiliates or non-full time employees
            • Reputation for making it easier for your employees to do their best work, by optimizing work and reducing the number and complexity of barriers they experience daily
            • Experience in large scale workforce planning, particularly in a gig economy
            • Good business acumen and attention to financial impact of decisions
            • Superior interpersonal skills with the ability to manage conflict openly and constructively within the organization and to negotiate complex solutions
            • Preference for strong experience in program design/development using proven instructional design approaches and blended/virtual learning methodologies and technologies.
            • Proven training, presentation and facilitation skills
            • Demonstrates flexibility and adaptability needed in a matrixed organization and to work effectively in teams.
            • Possesses the ability to simultaneously hold local and enterprise perspectives.
            • Possesses good influencing skills when formal authority isn’t present
            • A model of Better Conversations Every Day and the four core behaviors
            • Excellent communication skills required for writing, presentations and training
            • Commitment to excellence and continuous improvement, personally and professionally