Executive coaching focuses on individual development and organizational performance, but frequently has a personal component as well.
Job Launch Coaching
Job LAUNCH coaching supports individuals who are newly promoted or hired in making the most of their first six months in the role - exceeding everyone's expectations, including their own!
Customized CliftonStrengths® training to enhance individual and group performance. Follow-up coaching for individuals and teams is also available.
How Coaching Works.
The first step is a chemistry call where we get acquainted, discuss your goals for coaching, and my approach. The goal is determining if if it is good fit for both of us.
Initiate the Engagment
We will invest the time to get clear on what a successful outcome is for you. Depending on your goals, it may make sense to begin with an assessment, e.g. Clifton StrengthsFinder, Hogan, or CareerLeader.
The heart of the Process
Regular meetings, whether in person, via video, or by phone, are where discoveries and changes occur. Learning and experimenting with new approaches happen between sessions, too.
Staying the Course
When the coaching comes to an end, we will focus on what you will do to continue your development for the next phase in your journey.
Focusing on employees’ strengths does more than engage workers and enrich their lives; people who use their strengths every day not only increases their productivity at work but they are more than 3 times more likely to report having an excellent quality of life and 6 times more likely to be engaged at work. The proof is in the studies.
Gallup completed a large study of companies that have implemented strengths-based management practices. The study examined the effects on workgroup performance. It included close to 50,000 business units with 1.2 million employees across 22 organizations in seven industries and 45 countries. Gallup focused on six outcomes: sales, profit, customer engagement, turnover, employee engagement, and safety.
On average, workgroups that received a strengths intervention improved on all of these measures by a significant amount compared with control groups that received less-intensive interventions or none at all. Ninety percent of the workgroups that implemented a strengths intervention of any magnitude saw performance increases at or above the ranges shown below. Even at the low end, these are impressive gains
- 10%-19% increase in sales
- 14%-29% increase in profit
- 3%-7% increase in customer engagement
- 9%-15% increase in engaged employees
- 6- to 16-point decrease in turnover (in low-turnover organizations)
- 26- to 72-point decrease in turnover (in high-turnover organizations)
- 22%-59% decrease in safety incidents