Pledge of Stock, Simple

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Pledge of Stock, Simple
Review List

This review list is provided to inform you about this document in question and assist you in its preparation. This Pledge format is intended for a creditor to get additional collateral from a debtor, usually in default when agreeing to this additional requirement, in consideration of not foreclosing on the loan in question. The regular Stock Pledge agreement should be used, if possible, by a creditor; the reason this is used is to get a quick signature with the paperwork to follow.

* Make multiple copies. Give one to each party. The creditor should follow up with the standard Stock Pledge Agreement after this one has been signed, sealed, and delivered to them.

Pledge of Stock, Simple

__________________, referred to as OWNER, and _______________, referred to as CREDITOR, agree:

OWNER is indebted to CREDITOR in the sum of $____(____ _________&___/100 dollars) for a note;
to secure repayment of the debt, OWNER pledges to CREDITOR ______ shares of _________ stock of ______________________.

OWNER agrees to execute all necessary documents to perfect the pledge.

Dated: _________________________________________



______________________________________________________________
Owner



______________________________________________________________
Creditor

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Does Executive Coaching Work?

Read this post about executive coach here, and other executive coach article here and executive coach here first to make understand much about executive coaching.

Does Executive Coaching Work?

In the past ten years, the meteoric rise of executive coaching in organisations must mean that it is having a positive impact upon organisations both large and small.

Eighty-eight percent of European companies report using coaching in some manner.

Moreover, a recent survey of 170 Human Resource professionals determined that more than 50% had set up a coaching programme in the past 18 months (The Hay Group) and a random survey of 248 Human Resource Managers demonstrated that 55% of their organisations use formal coaching as an employee development method (Society of Human Resource Management, 2005).

Why is the Use of Executive Coaching Increasing?

A 2004 study attributes these nine factors as the principle forces driving the increasing use of executive coaching:

1. Rapidly evolving business environment
2. Individual responsibility for development
3. Financial costs of poor performance
4. Popular development strategy
5. Supports other learning
6. Employees request coaching
7. Need for lifelong learning
8. Improves decision-making
9. Targeted, just-in-time development

(Chartered Institute of Personnel Development, 2004)

We know that there is a boom within the Executive Coaching industry, but does it work? In many companies the tracking of coaching outlay and the return on investment of coaching programmes has proven to be a monumental task.

Measuring results and returns for all learning and development solutions is always difficult, but it is doubly so with the customisation and uniqueness of coaching itself.

At the end of the day a lot of the feedback as to whether the coaching has worked or not has to be gathered from the coachee themselves and the people immediately around them as they will notice the changes in behaviours, attitude, outlook and above all results.

A lot of the organisations that we work for like to have a monetary figure put to the impact of executive coaching so that the sponsor can justify the spend to the finance department and we do work with them to provide this. However, more and more companies are now seeing Executive Coaching as the “right thing to do” and are channelling their energies into getting right programme for their leaders rather than having to worry about justifying it before it even begins!

How Is A Typical Executive Coaching Programme Designed?

Executive coaching solutions are always tailor made to meet the client’s EXACT requirements and desired outcomes.

In order to improve the performance and to accelerate the leader’s professional development it is recommended that the coach and the coachee go through an effective process with well-defined steps.

Phase One
—Develop Formal Commitments

During this phase the coach meets with the client/sponsor to identify the performance issues, formulate outcomes, clarify expectations and get commitments.

This phase can be completed either face to face or on the telephone. There may be some supporting documentation that will need to be completed through email/post.

Phase Two
—Gather Information & Creation of Professional Development Plan

During this phase the coach will gather information about the client's performance issues and will review any existing performance data, conduct some interviews and ask the client to complete some assessments/questionnaires.

The coach will provide feedback and help the client to create a professional development plan.

Phase Three
—Coach

During this phase the actual coaching process begins.

Depending on requirements this can be a mixture of face to face, telephone and email sessions.

Phase Four
—Evaluate and Follow-up

During the final phase the coach reports on the client’s progress, evaluates the coaching assignment and helps the client to build support structures to maintain new behaviours and relationships.

The Need For Executive Coaching

Today, every organisation has to ride the waves of change both from outside and from within.

As a result, the demands and challenges facing our leaders are immense: they must be able to lead the way with the vision and also be able to manage the task; they must anticipate changes in advance; they must have a higher level of self-awareness for themselves as well as their staff; they need to build highly motivated, high performing teams that deliver the results – the list goes on!

The demands placed upon today's leaders are ever increasing and they have to possess the skill sets and competencies to deliver the goods. Being a good all-rounder is what is essential for success, but how many of us have the complete package?

Every leader has their own strengths and weaknesses. It is the coach’s role to help them to play to their strengths and to work on their weaknesses.

Here are some of the most common reasons why we are approached to design and implement Executive Coaching Programmes within organisations:

Their leaders may want to…

- Fine tune their interpersonal, confidence and advanced communication skills
- Be an outstanding and inspirational leader
- Think more strategically
- Be able to motivate and build productive teams
- Improve their internal political savvy
- Discuss their questions and concerns about how to handle situations that they can’t discuss with others in their organisation
- Have someone around who understands what they’re facing and whom they can confide in
- Improve their development as a person, as a leader and take the company on to the next level
- Raise their profile in their company and industry
- Be able to step back and look at their company or department from a different perspective
- Get some help sorting things out
- Earn what they are worth and get the credit for the work that they do
- Improve their business in every area
- No matter what the requirements are, it is the coaches aim to provide a sounding board for the coachee to work through the key issues and to provide solutions.

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