Leadership Coaching is an investment in the present and future of a company.
I work with leaders, managers and their teams at all levels of organizations. We partner together to sharpen leadership capabilities for impacting people and the bottom line of the company.
The results of leadership coaching are quantitatively measurable: According to the International Coach Federation (ICF), the ROI for executive coaching averages 700%. (ICF study on ROI for executive coaching.)
Benefits of leadership coaching include:
My coaching approach is systemic-integral, utilizing the latest in scientifically-based methodologies and tools.
In a first no-obligation consultation (in person, by telephone or video conference) we discuss your work and objectives, your motivation for coaching and desired outcomes.
Based on this information I create an individual, comprehensive offer describing the number and formats of sessions, the tools and assessments we will use, and the time scope for working together.
We often include a leadership assessment at the beginning of the coaching process to take inventory of your current leadership strengths and to identify the most important development issues. The assessment is repeated at the end of our work together to measure progress and success.
Coaching usually takes place every two weeks in person or via video conference. In our sessions we discuss your development topics and set goals and action items for progress between sessions. We also invest time creating your leadership vision and mission and developing your clear leadership profile.
I am available between sessions for feedback and support, if desired.
Leadership Coaching is a co-active, dynamic development process that takes place over a period of a minimum of six months to a year.
Leadership Coaching is an important resource for anyone wishing to take their abilities to the next level.
I provide coaching support to experienced managers and executives as well as to emerging leaders and first-time team leads.
Start-up founders and entrepreneurs are also leaders: To be successful, they must develop and utilize very similar competencies as leaders in traditional companies.
The coachee's own motivation for progress and success is an essential ingredient in coaching. Leadership coaching is a co-active, dynamic process that relies on the self-responsibility of the coachee to take accountable action towards their goals. The coachee must also be willing to reflect on his or her own patterns of action and thinking, and to try new things out that will take him or her out of the comfort zone.
Leadership coaching is not a suitable means for getting low performers or employees with motivation challenges back on track. For anyone who's "lost their mojo" as a leader, I recommend career coaching.
Coaching is a co-active learning and development process. Under supervision and guidance, you find your own approaches to resolving challenges. Coaching is based on the assumption that the seed of all emerging solutions already lies within the coachee and the system in which he or she operates.
As a coach, my role is that of a sparring partner at eye level who guides you through the field of development. Although I do provide expert insite when appropriate, my main task is to hold the space in which a development process takes place. It is never my task as a coach to solve the problems of the client or a company.
In consulting, on the other hand, professional solutions are developed by a subject-matter expert designed to solve a specific problem or question of the client or company. Consulting is useful when internal resources do not exist to meet a specific business challenge and must therefore be brought in from outside the organization.
Yes. Team development and team coaching are tandem partners to executive coaching. Every development a leader goes through changes the team and the wider system - and vice versa. Teams have their own, very complex dynamics, and complementing an individual coaching process with team coaching exponentially increases the impact and effectiveness of both.
I use cutting-edge diagnostic tools to assess team strengths, facilitate better communication and measure development progress.