Have you or your leaders thought…?
“I need to make some changes so that I’ll be ready for the opportunities ahead. I want to do that as efficiently as I can.”
“I could use help seeing what others see in my attempts to lead, manage, and change. I’m not getting the whole story.”
“The things that made me a success aren’t working as well as they used to.”
“The business has changed and I’m sure I could do a better job coping with its demands on me.”
“I used to get a thrill out of my work. I want to feel that again.”
Who is coaching for?
Executive coaching is for people who are striving for a better future for themselves and for the world. The great challenge of work in the 21st century is not technical competence. It is having a significant and positive impact on people. I work with leaders who want to create a better future and know that they can’t do it alone.
Take a look at the Checklist – Is executive coaching for me now? (pdf) to see if coaching could be right for you or others. Still have questions? Let’s talk.
What is distinctive about the role of the coach?
Leaders rarely hear what everyone else knows. It can be difficult to tell people that what they do is counterproductive. As a coach, I gather feedback anonymously and report it in ways that increase the likelihood that it will be heard and acted on.
People know that they’re not perfect. Like most people, leaders can usually name their weaknesses. But they have reasons for living with them. Or they believe that they cannot change. As a coach, I help clients recognize the thinking that gets in the way of operating differently. I provide focus on meaningful, attainable development goals and accountability that lays a foundation for long-term change.
People seek meaning from the challenge they’re engaged in. As I coach, I help clients identify the sources of motivation that invigorate daily work, provide energy for change, and mark the compass points for important choices.
Coaching is a process of intensive and goal-focused learning to produce insight, action, and results.
I believe that everyone is doing the best they can with what they have every minute of every day. My role is to help leaders broaden and deepen “what they have” in ways that enable them do more of what they want, need, and strive for.
I offer leaders breathing room to focus on the most important change priorities in their work, perspectives, and relationships. I focus on using real work as a lab for learning and change. I aim to raise leaders’ awareness of their core values and help them tap renewed energy through intrinsic motivation.
I rely on adult development psychology to help leaders identify their learning edge. I challenge them to develop capabilities for complex and volatile environments. I draw from practical mindfulness research to help leaders manage stress and access liberating new perspectives.
Download an outline of the typical process of leadership coaching and some of the principles worth considering when undertaking executive coaching. BIG IDEA Executive Coaching phases (pdf)
Team Leadership Coaching
Teams are where most leaders do critical, high stakes work in the 21st century. The team is a source of leverage, innovation, agility, and superior judgment. But even strong teams can develop stubborn patterns that limit the results they deliver.
The BIG IDEA approach focuses on the leader as he or she leads and manages the team, doing real work in real time.
- Identifies what stands in the way of current and long-term effectiveness
- Focuses on the leader as she works with her team
- Supports the leader with individual coaching in parallel with team coaching
- Raises awareness about team patterns that limit or block results
- Develops new skills and knowledge in the entire team, just in time
- Engages team members in coaching to support learning and change on high priority team issues
Like individual coaching, team coaching focuses on meaningful, measurable goals and provides support, direction, and accountability for learning, action, and results.
Team coaching is for leaders and organizations who recognize that they can perform better to deliver outstanding results. Achieving their highest and best will call on them to take a fresh view of challenges, obstacles, effort, and persistence. While leaders are responsible for this change, the coach supports the leader and her team with insight, expertise, and feedback that is virtually impossible to gain by other sources.
Hear more about leadership states of mind and how changing them can make leaders more effective, teams more motivated, and both less enervated by the effort.