Research Brief
A recording for this session isn't published. Below is the BPI editorial brief — key takeaways, an in-depth summary, and FAQs drawn from the original session materials and the presenter's body of work.
Presenter
Vanessa Dupuis
Description
In this Senior Executive Board Benchmark-it session led by Vanessa Dupuis, VP of Global Talent Management for Celanese, Vanessa will present a success case on how Celanese stood up an executive coaching process to provide individuals in the organization in critical roles with an expert coach to help develop specific target areas to close critical gaps. As this important part of the talent planning process at Celanese, Vanessa will present their intake process, how they identify the need for coaching, and what metrics are used to measure a successful outcome. Celanese has limited this function to critical roles, however, there have been more requests recently from deeper in the organization which will serve as the focus for a discussion with the Board on this area, specifically to answer the following questions:
Learning Points
- How are you addressing coaching requests for HiPos and others deeper in the organization?
- Do you have any success cases (or failures) with vendors, providers and other platforms such as virtual coaching platforms that you can share?
- How are you managing accountability through the coaching process?
- How has the current virtual workforce situation altered or changed your plans to provide coaching and real-time development within the organization?
Key Takeaways
- 1.Celanese's executive coaching process provides individuals in critical roles with expert support to close specific skill gaps.
- 2.A structured intake process is used to identify the need for coaching and align it with organizational talent planning.
- 3.The success of coaching engagements is measured by a specific set of metrics.
- 4.Organizations are facing increased demand for coaching for high-potential employees deeper in the org chart.
- 5.Key challenges for modern coaching programs include vendor management, ensuring accountability, and adapting to a virtual workforce.
- 6.The coaching framework is presented as a success case for talent development and planning.
Developing a Strategic Executive Coaching Process
In this session, Vanessa Dupuis, VP of Global Talent Management for Celanese, presents a success case on establishing a formal executive coaching process. The program is designed as a key part of the talent planning process, providing individuals in critical roles with an expert coach to foster development in targeted areas and close significant skill gaps.
A Case Study in Executive Coaching
Celanese stood up its executive coaching function to formalize and professionalize development for its most crucial leaders. Vanessa presents the core components of this initiative, offering a blueprint for other organizations.
Key Program Components
The process at Celanese includes several distinct phases:
- Intake Process: A structured method for initiating a coaching engagement.
- Needs Identification: A system to pinpoint specific development needs for an individual in a critical role.
- Metrics and Measurement: A clear set of metrics used to define and measure a successful outcome.
Expanding the Program
While the program was initially limited to a select group of leaders in critical roles, Celanese has seen a growing number of requests from high-potential (HiPo) employees deeper within the organization. This has prompted a broader discussion on how to scale coaching effectively.
Key Questions for Scaling Coaching
The session focuses on collaborative problem-solving around the "next practices" of executive coaching, centered on these key questions for senior leaders:
- Scaling Inclusively: How can organizations address coaching requests for HiPos and others deeper in the organization, beyond the executive level?
- Vendor Management: What are the success cases (and failures) with different coaching vendors, providers, and virtual platforms?
- Accountability: How can you build and manage accountability throughout the coaching process for the leader, the coach, and the organization?
- Virtual Workforce Impact: How has the shift to a virtual workforce changed the strategy for delivering coaching and real-time development?
This session explores effective strategies for building and implementing an executive coaching process, focusing on how to align coaching initiatives with strategic organizational goals. It details the best and next practices for identifying critical roles that benefit most from coaching and for establishing clear, measurable objectives that drive significant leadership growth and business outcomes.
What you'll learn
- How to design a structured executive coaching program.
- Methods for identifying and prioritizing critical roles for coaching intervention.
- Techniques for setting impactful and measurable coaching goals.
- Strategies for integrating coaching outcomes with broader leadership development efforts.
- Best practices based on contemporary approaches to leadership growth.
Who this webinar is for
- HR executives and professionals.
- Organizational development leaders.
- Chief Talent Officers.
- Learning and development specialists.
- Leaders responsible for succession planning and executive readiness.
Why it matters now
Effective executive coaching is crucial for developing resilient and adaptable leaders who can navigate complex challenges and drive organizational success. In an environment of constant change, investing in targeted coaching for critical roles ensures that key talent is equipped with the skills and insights needed to perform at their highest level, mitigate risks, and spearhead innovation. It underpins a culture of continuous learning and high performance.
How leaders can apply this
Leaders can leverage the insights to refine existing internal coaching programs or to establish new ones that target strategic roles. This involves a clear focus on defining the purpose of coaching, selecting coaches, and implementing robust goal-setting frameworks directly tied to business objectives. The principles discussed help in creating a consistent, high-quality coaching experience that genuinely supports individual and organizational development. Vanessa Dupuis highlighted practical approaches to ensure that the coaching process is not just an add-on, but an integrated part of talent strategy, delivering tangible improvements in leadership capabilities and business performance.
About this session
Key takeaways
Watching this webinar gives you grounded, practical perspective on workplace culture. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Vanessa Dupuis's direct experience.
Who this is for
CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for workplace culture inside their organization.
Why it matters now
Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about workplace culture.
How to apply it
Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.