Insight and self-awareness are necessary but not sufficient
Customized. Comprehensive. Consequential Results.
Effective coaching requires a strong alliance and trusting relationship. We have to be able to speak openly and candidly about your strengths, shortcomings, hopes and concerns. Fit is important. So is competence. My job is to help you set and then achieve challenging goals that enhance your leadership capabilities and accelerate your professional growth. Providing encouragement and challenge at the appropriate points along the way. This journey begins with a rigorous assessment process, grounded in empirical research and tailored to your specific needs. Skillfully integrating science and practice in this way yields a clear picture of what you need to stop doing, start doing, and continue doing to be a more effective leader.
An important outcome of this collaborative process is increased self-awareness. But self-awareness by itself does not lead to improved performance. What matters most is applying what you learn to real-world situations where the stakes are high and emotions run strong. This is where integrating the science of goal-setting, motivation, and behavior change into the practice of leadership coaching becomes important. A strength of my approach is the practical application of empirical research findings to help executives set goals, create effective action plans, and change their behavior. In the case of what you do too little of, the challenge is to learn a new skill or behavior and then apply it. On the other hand, if you do something too much, you need to refine how, how much, or how often that existing skill is used.
3 KEY VALUES
Behavior change is the bottom line when it comes to leadership development. However, if your mental game is what has thrown off performance in the first place, a purely behavioral approach may not be enough. When you have an incomplete mental model of leadership, it affects your leadership style. You tend to rely too heavily on certain behaviors and not use others. Therefore, I frequently work with leaders on improving their mental game to expand their repertoire for generating enduring change.
An important emphasis in my coaching is to help executives effectively address the paradoxical demands that make leadership a balancing act. This includes developing a leadership style that is both appropriately directive and participative. To create a vision for long term success while operating with discipline and executing with excellence.
Finally, my approach stresses the systematic evaluation of results achieved in a coaching engagement. As a manager, you understand the importance of metrics. As the saying goes, “What gets measured, gets done.” This applies to leadership as well. Monitoring progress along the way and evaluating end results help deliver on the promise of becoming a more effective leader:
Measuring progress toward your goals
Assessing change at end of coaching