Leadership and Executive Coaching

Background Photo taken at Jean-Michel Othoniel exhibit, Petit Palais , Paris

Growing as a leader is an ongoing journey. At different times in your career, from emerging leader to growing a team, leading a larger business, taking on a new role, or growing skills, working with a coach can greatly accelerate your ability to move fast and achieve greater professional impact and personal confidence. In the past 20 plus years working with leaders in all industries around the globe, I have found four major areas that often need to be attended to.

Creating and Deepening a Vision and Motivation to move beyond where you are now
Learning new Leadership behaviours and habits and getting rid of ones that are no longer of use
Building your abilities to manage self and relationships to positively communicate and empathize with others, overcome challenges, manage conflict and stress, and be compassionate to self and others.
Live consciously and mindfully at and outside of work executing with clarity, inspiration, and compassion to achieve results

How we will Work Together

Assess and Design Leadership Development Plan

Assessments: Through the use of a variety of assessments including 360s, stakeholder interviews, Hogan Personality Assessment, Meyers Briggs Type Indicator, Communication Preferences and others we will gain a full picture of where you stand as a leader, your strengths, opportunities, and challenges under stress. You will increase your self-awareness and self-confidence ten-fold by understanding both the big picture and honing in on the strengths you bring and areas of growth that can accelerate your performance

Growth & Development Plan: Together and with your manager (as appropriate) we will build a leadership development plan that will allow you to focus on the critical few areas that provide the biggest impact in the coming 12-24 months. This plan allows you to truly build skills, confidence, and experiment with new ideas in a manner in which you will be able to measure your impact.

Coach to the Plan

Based on the pre-determined coaching schedule, we will discuss areas of concern, challenges, focus, and desire. Using appreciative inquiry I will guide you in unraveling what might be getting in the way of using new behaviours, providing shortcuts in the form of tools and models to “try on” and agreeing on deliberate practices and experiments to put into practice in daily life. We will both revisit goals, behaviors and outcomes, and progress made each session as well as talk about what is specifically on your mind that would be valuable to discuss. I will be using 4 skills of coaching that will also be a model for you to use with your team members and colleagues; curiosity, empathy, transparency, and authority or providing direction.

Measure Success

As you develop your plan, you will also determine how you want to measure success and what success would look like for you, your team, and organization. This can be quantitive, qualitative, feedback, or observations from others. Periodically we will will discuss progress and revise your plan and practices as a result. If your manager is involved, we will have a 3 way conversation at the beginning and the end of the coaching to align on goals and results.

Leadership and Executive Coaching
Examples

Coaching across Industries and the globe

Global VP, Fortune 50 Oil and Gas Company; client increased his leadership presence, inclusive and inspirational leadership abilities, and development of his team over 3 years. As a result, he was promoted to a Global VP role as one of the top 15 senior executives in the company.

VP of HR; A leader in a large financial organization was looking to transition to a new role within the organization. Coaching focused on broadening her business acumen, networking, and understanding where her strengths would provide the most impact to the organization. Promoted within 6 months.

Over 200 Leaders in Fin-Tech High Potential Program; as part of a 6-month leadership journey, coached high potential leaders through increasing their self-awareness using 360, Hogan, and MBTI assessment debriefs, personal development plans, and coaching for behavior change. Leaders’ growth set them up for success to take on more responsibility and learn how to navigate the complex ambiguous world they were leading and align with stakeholders across the matrixed organization.

Coaching Leaders to be Internal Executive Coaches; Trained and coached over 100 global leaders to become Internal Executive Coaches across the global corporate footprint. Training included master coaching to obtain certification.

Engineering Middle Managers as part of Leadership Journey; Coached a variety of Engineering Leaders who were being asked to lead in an ambiguous, complex, and agile global environment. As part of a leadership journey, provided assessment debriefs using 360, Hogan, and Communication Preference Inventories as well as coaching on individual action learning projects to achieve specific outcomes.

From Emerging Leaders to Executives

VP of Professional Services for National Educational Research Organization; newly promoted to role, coached client for 6 months to develop strategic direction, create, alignment, mindset, and build capabilities for the organization to execute on the strategy. Business unit surpassed their goals and client was promoted within 2 years to SVP.

VP of Six Sigma, Manufacturing Organization; A highly accomplished woman leader was provided the opportunity to smooth over her abrasive style which was getting in the way of her having impact. Coaching focused on moving from a directive style to a facilitative leadership style for improved team and peer impact.

VP of Technology; focused on organizational level impact and influence, coaching client on using his personal insights in addition to data to make better business decisions and build a high performing team.

Directors in High Tech Organizations (Multiple); increasing leadership capabilities to achieve business impact and goals.

Director of Customer Service; Coaching focused on working within a dysfunctional senior team and how to have focused impact, improve team dynamics, and determine future career options.

Director of Patient Care, Large Hospital Organization, Coaching focused on working in the matrix with multiple reorganisations, influencing medical staff to make key behavioral changes resulting in major increase in patient care statistics.