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Extra resources for Best Practices in Leadership Development and Organization Change: How the Best Companies Ensure Meaningful Change and Sustainable Leadership (J-B US non-Franchise Leadership)
By design, APEX would be a behaviorally based executive coaching approach, focusing on improving leadership behaviors on the job. APEX would not be used for career planning, life planning, strategic planning, or remedial coaching. This distinction was to be made clear throughout the marketing process. In May 2000 at a corporate Leadership Development Showcase, the Accelerated Performance for Executives program was ofﬁcially launched. APEX was introduced to human resource (HR) managers and leadership development specialists throughout the organization.
Global reach. Agilent is a worldwide organization with facilities in more than sixty countries, including the United States. The APEX program would need to effectively serve leaders with coaches in the local region (as often as possible) or within an hour’s ﬂight. The goal was to provide multiple coaching options within each geographic area. Awareness of local cultural nuances would be critical, and local language capability would be highly preferred. • Flexible and user-friendly. APEX needed to be user-friendly from start to ﬁnish.
Executive receives one year of face-to-face and telephone coaching and two mini-survey follow-up measurements. Coach conducts up to 5 6 BEST PRACTICES IN LEADERSHIP DEVELOPMENT AND ORGANIZATION CHANGE twelve interviews with key stakeholders and provides write-up of results. Coach conducts telephone “check-in” with key stakeholders. Coaching work is guaranteed for results. In addition, several add-on options were made available, including additional interviews, instruments, and team and group-based experiences.