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Our coaching philosophy is to learn about the person, their goals, challenges, expectations, dreams, values, and purpose. When working with an employee and their team, it’s important to gather data from leaders, co-workers, and direct reports to achieve real time perspectives. It allows for us to connect with the team and to build trust around what they need to drive productivity, efficiency, and retention.
Coaching is offered to individuals, work teams, businesses, and organizations.
Businesses and organizations can no longer assume that work experience equates to effective leadership. C suite and senior level executives lead through the complexity of strategic business decisions, changing global landscape, evolution of customers and employees. It is imperative they have the emotional intelligence to drive the values of the organization while leveraging conflict to drive innovation in products, service and people. Executive level coaching delivers results.
This critical relationship between coach and partner empowers growth and deepens the roots of a visionary and results oriented leader. We move leaders through a series of assessments, interviews, and exercises to ascertain what core competencies require a more focused effort. The transformation of a valued leader is an investment in the organization’s future.
Employees don’t leave their employer; they leave their leaders! This loss impacts the brand and the bottom line. The changing demographics and demands on managers require a higher level of emotional and mental intelligence, resilience and core competencies.
These individuals and managers have the highest expectations placed on them with typically the most limited amount of resources. It is imperative they are coached to manage and lead more strategically by leveraging their strengths and their weaknesses or areas of opportunities.
We conduct assessments to determine how to best support the individual’s goals and their supervisor’s expectations.
This commitment is essential to the overall health of the team and the organization.
There is power in numbers! Today, we have five generations in the workforce. The need for engaged and empowered teams is more evident today than ever before!
Our small group coaching sessions unlock the gifts of participants! Participants deep in their understanding of self, practice effective coaching techniques, strengthen communication skills, and learn how to manage conflict while giving and receiving feedback and a safe environment.
This methodology achieves the following:
We move from uncomfortable to comfortable leadership.
I engage in dynamic conversations to promote a deeper level of thinking and engagement.
Topics include:
Based on a study of over 25,000 employees, Inc. newsletter, Marcel Schwantes writes, there are five common reasons people quit on their bosses. They are : 1) Poor management performance, 2) Lack of recognition, 3) Being overworked, 4) Company culture is not a priority, and 5) No growth opportunities.
Whether you believe leaders are born or nurtured, they all need a strategic learning and development plan linked to core values and competencies. The learning tools may come from internal and outside sources but as business and employees needs evolve so must the skill set of an effective leader. No one is immune from leading from a place of comfort. As Masrshall Goldsmith wrote, “What Got You Here, Won’t Get you There”.
As you elevate products and services, so must you elevate the skills, mindset and talents of people to drive business results, create a healthy organization, and reduce the high cost of turnover.
Our L&D philosophy builds plans to support strategic goals. Our focus is on creating an inclusive culture where input (knowledge) and output (behaviors) improve performance, reduces expenses and enables the organization to compete for the best global talent and thrive in their respective markets.