Leadership coaching is no longer exclusive to C-suite executives. Coaching can be a valuable tool for leaders throughout the organization by using performance reviews, 360-feedback surveys and diagnostic assessments to uncover learning opportunities. Using this data as a springboard to formulate actionable goals, coaching can help bring about sustained behavioral change.
Coaching engagements may help uncover blind spots, build self-awareness as well as improve communication skills, interpersonal skills, and overall leadership presence. My coaching can help bring your best self to the workplace.
- Individual leadership and executive coaching
- Evaluations and 360-feedback surveys
- Diagnostic assessments
- Needs analysis and feedback delivery
- SMART goal exploration and setting
- Individual development planning
- Emotional intelligence testing, analysis and training
|Chief Financial Officer of a Fortune 1000 company needed to strengthen interpersonal communication, collaboration, and decision-making abilities.
|Using 360-feedback and diagnostic assessments client better understood what needed to shift. Coaching sessions helped modify behaviors and built confidence and resilience.||After practicing new behaviors, client’s interpersonal skills improved. This leadership growth led to his being promoted to CEO of largest spin-off of company.|
|Medical Director at a biotech company was demonstrating disrespectful behaviors in stressful situations that undermined overall leadership effectiveness.||Inquiry into underlying mindset behind negative behaviors led to discovery of blind spots. These were then confronted directly with a plan for learning to respond rather than react.||Ability to identify triggers and mitigate their influence, resulted in more collaborative relationships along with better communication skills.|
|VP of Risk Management & Facilities at a large financial cooperative wanted to improve leadership presence and become more proactive and strategic.||A 360-feedback survey revealed certain behaviors undermined his leadership requiring tweaks in how he showed up. Coaching sessions helped him practice these new behaviors.||Improved leadership presence and the ability for strategic thinking enabled him to be viewed as a more valued member of the leadership team.|
|Head of Marketing at a large technology company needed to better understand and rectify certain behaviors that undermined effectiveness as well as to appreciate others’ perspectives in order to make better decisions.
|After identifying how certain behaviors were compromising his ability to collaborate well, client was able to shift his mindset. Coaching sessions reviewed interactions where modified behaviors enabled more openness to other perspectives.||After modifying behaviors that led to his being more open to other perspectives and effective in decision-making, client was recruited into a VP position in another company.|
|Senior IT Director in a Fortune 100 company needed to demonstrate better communication skills and hold colleagues accountable in order to take on a greater leadership role on the team.
|A 360-feedback survey revealed a lack of accountability across the team. Through coaching sessions, client learned how to tweak his behavior in order to increase accountability across the team and propel his growth as a leader.||Client learned to show up in a more effective manner by shifting his perspective and taking on more responsibility. He led by example with humility and senior leaders noticed this in performance reviews.|
|Senior Associate at a mid-size consulting firm wanted to take overall competence to the next level by courageously leaning into leadership potential for more organization-wide influence.||Multiple coaching conversations uncovered blind spots that required stepping outside of comfort zone in order to grow further. Client took steps to seek out and practice new behaviors.||Leaning into areas that demanded a different skillset, client built greater confidence and competence leading to greater leadership opportunities.|
|Physician at a large hospital needed to learn how to manage his emotions and negative outbursts that undermined his effectiveness with colleagues and staff members.||An emotional intelligence assessment along with 360-feedback survey revealed how his behaviors needed to change for him to be successful. Coaching sessions helped him gain clarity on what he wanted and how to get there.||By focusing on what was most important, client was able to put the frustrations outside of his control to the side and focus on patient care. Client learned to respond rather than react thereby reducing negative outbursts.|
|Interim Executive Director at a children’s clinic needed to learn how to communicate more effectively with board of directors as well as in public speaking opportunities.||Through a series of coaching sessions and recommended books, classes and networking introductions, client gained confidence and improved his public speaking ability.||Client was hired as permanent Executive Director and helped grow the organization to reach a larger population and remain fiscally sound.|