Learning the steps of leading change is easy; what is hard is developing a character of integrity and respect. In the end, leadership comes down to honesty, a confident will and relationships.
I will answer such questions as:
- How can you be thought of as fair, equitable and honest about what you do and how you do it?
- How to turn around a highly politicized environment within which you can comfortably work?
- How do you create a compelling work environment where people want to come to work?
- How do you inspire people to take pride in their work and go beyond what anyone thought possible?
When I first started working with a young high-potential banking executive, he was frustrating his team mates and could not get cooperation from his boss on major projects. I worked with him on turning his frustrated colleagues into positive relationships and getting his boss to fully back his projects. As a CFO of the bank, he was able to cut-out major expenses and move forward on initiatives with a high yield return. He is now up for a Treasury position at the Corporate Office and it is because he is now so focused on mutually respectful associations.
- Enrollment and Relationship Building - Building the trust necessary to establish a good coaching fit
- Development of Coaching Goals - Developing coaching goals to fit individual and organization needs
- Assessment and Feedback - Reviewing leadership assessments, e.g. 360 data, leadership style data and deriving themes
- Finalization of Coaching Goals with Boss - Finalize the coaching goals with the boss or board chair in the case of a CEO
- Coaching to the Plan - Coach to the plan, assign homework at the end of each session to review at the following session
- Closure, Evaluation and Next Steps - Close the process, evaluate progress and define additional development steps.
For further information on how I can coach your executives, please contact me at firstname.lastname@example.org.
|The Art and Practice of Coaching.pdf||332.88 KB|