Leadership Coaching
This is a space where we focus on the leader and the ways in which they want to grow and lead. At the beginning of our work together, we establish two to three goals based on your priorities and, when relevant, the needs of your role and organization.
Coaching creates space to slow down, reflect honestly, get clear on what you want and identify meaningful next steps. We explore and practice new perspectives, practical tools and resources to help you build skills and approach challenges differently. We also identify what may be getting in the way—whether that involves mindset, behaviors, skills, relationships or systems—and translate new awareness into practice, action and accountability.
Because coaching is tailored to you, our areas of focus will reflect your specific goals and circumstances. You may want to develop greater clarity and confidence, communicate more directly and thoughtfully, make more intentional decisions, navigate difficult conversations and relationships, set clearer priorities and boundaries, delegate and develop others or lead through complexity and change. Over time, we build on your existing strengths and develop an approach to leadership that is aligned with who you are, your goals and the impact you want to have.
1:1 Coaching
-
Included in every leadership coaching package.
As a part of the 1:1 coaching package, the leader will take the ELI (Energy Leadership Index) assessment and be debriefed on their results. The assessment shows their energetic responses under normal circumstances and under stress. It reveals the specific lenses through which they view the world now and offers solutions for choosing the lenses that are going to be the most helpful for them in any given situation. We will do the assessment in our first month of coaching because it will inform the goals we work on throughout the partnership.
-
Included in the comprehensive leadership coaching package.
In the ELI 360 review, the coachee and a mix of their leaders, peers, friends, etc. will rate them on 36 different leadership competencies. The value of the 360 review is that they are being rated on competencies that are associated with highly conscious leaders who motivate, inspire, and bring out greatness in others. The results of the review will show us how they perceive their energy as well as the way others around them perceive their energy. It also shows us areas of opportunity. We will use this information to create a personalized development plan.
-
Included in the comprehensive leadership coaching package.
Stakeholder interviews show the leader how they are perceived by others in a more qualitative way. The main difference between the 360 review and stakeholder interviews is that the questions can be specifically tailored to the leader and topics they want to know more about. There is also an opportunity to dig deeper by asking follow-up questions on the information provided. The interviews are done with key individuals that surround the leader in their role. The value of stakeholder interviews is that the leader gets to hear the specific words people use to describe them and how they lead in addition to their opportunities for development.
What’s Included
Every coaching engagement is tailored to the leader, their role and the goals established at the beginning of the partnership. While growth looks different for each person, common outcomes include:
Greater Self-Awareness and Confidence
Recognize the thought patterns, emotional responses and behaviors that influence how they lead, particularly during stressful or challenging situations.
Develop greater trust in their judgment, communicate their perspective with more confidence and respond more intentionally.
Clearer Communication and Stronger Relationships
Communicate expectations, feedback, concerns and decisions more directly and thoughtfully.
Listen with greater curiosity, navigate conflict and disagreement and build trust across relationships.
More Intentional Decisions and Strategic Focus
Step back from the immediate issue, consider different perspectives and potential impacts and communicate decisions and their reasoning more clearly.
Prioritize the work that matters most, set clearer boundaries, delegate responsibility and spend less time reacting to every problem.
More Effective Leadership of Others
Coach employees through challenges rather than immediately providing the answer or taking ownership of the problem.
Set clearer expectations, address performance gaps earlier and balance care for the person with accountability for the work.
Greater Capacity to Lead Through Pressure and Change
Understand how stress affects their energy, communication and behavior and develop more intentional ways to respond.
Navigate uncertainty and complexity with greater clarity while keeping their actions aligned with their values, responsibilities and desired impact.