The impact of executive or managerial coaching is documented at an average Return On Investment of 5.7 times the initial investment!
1. Management Coaching and Development-Great managers need to know and capitalize on the unique make-up of their people, including an individual's strengths, style of learning and communicating, and personal values. To do this requires exceptional interpersonal intelligence. Sometimes a new or floundering manager is a highly educated or technically competent individual who has not yet fully developed their people skills. They find themselves puzzled by the resistance a team can raise in these circumstances. We help managers go from technically competent to interpersonally effective as well, and in the process elevate the productivity of departments.
2. Executive and Leadership Coaching and Development- Great leaders focus on the universal within the organization. Leaders must have clarity on the core values and strengths of their organization, and on how to keep score in a way that makes sense to the purpose. They must make certain that purpose, principles, process and people all fit together seamlessly. Coaching can teach leaders to make vital connections and communicate those to others. 3. Derailment and Exit Prevention- Bad 360? If relationship incompetence is the reason the person inspires anger or fear, relationship coaching can turn the situation around. One talented and effective principal had such an abrasive interpersonal style that he was always at war with his regional managers. The war leaked out to the customers and threatened to effect the entire organization. The principal was open to learning a better way, and to practice new behaviors to turn the situation around. Burn-out or Pre-mature plateau? Sometimes a key player seems to suddenly lose interest or stops trying. Coaching can help a person discover how to get their life back in balance, what is key to their own happiness, and how to design the career path that helps them move forward.
4. Relationship Breakdown Fix-Its-Two or more key contributors who can't get along can send waves of disruption through an entire organization. Typically each "warrior" has gathered support for their side, and the factions prevent the open communication necessary to do the job. We work with these warriors separately and together to help channel their considerable energy into the goals of the organization or inward toward their personal life purpose, which may remove them from the organization. Our work can involve allies as well, and group sessions to create a different culture.
5. Mental Health Matters- Sometimes circumstances, internal or from the outside, can shake the ability of even the most valuable contributor. Susan comes to coaching with 25 years experience as a psychotherapist and family counselor. She is well trained in crisis management and post-traumatic stress prevention. She has worked with the staffs of banks and retail outlets after robberies, and with employees of large corporations after sudden deaths and downsizing. She has been called in when someone is unraveling and her brief solution-oriented approach can often turn a situation around. She has the skills to refer people for mental health or substance abuse treatment where indicated.
The Core Competencies of a Great Coach:
1. Presence, a holistic orientation, psychological maturity and high ethical standards. 2. Friendly, with advanced rapport-building skills that can quickly establish trust, credibility, and confidence. 3. A keen eye for strengths as well as non-rational behavior, and the intervention methodologies required to use strengths to neutralize irrationality. 4. The ability to motivate individuals and teams to participate in the change process. 5. Systems thinking and causal analysis 6. The ability to harness conflicts for constructive and creative ends 7. High-impact and accelerated behavior-change methodologies and techniques 8. Patience and the genuine desire to help others in a selfless way.
Where and How:
Coaching can be done in person, over the phone, or in combination. Face-to-face is preferred, but where a client is traveling frequently or at a great distance, phone contact with or without skype is an effective alternative. Very large or long term assignments are priced as a whole. Development coaching is generally a 2-6 month process, as candidate insights are translated into practical applications. Discounts are available for social purpose (non-profit) organizations.
