Our approach to Coaching begins with a structure that is customized and balanced to focus on the mutually “contracted” success objective agreed to by the Stakeholder (individual or the company), the Participant (entrepreneur, executive, manager or technical professional), and the Coach.
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We offer three different coaching models:
1. Executive Coaching: For all leaders or leadership teams.
- Coaching for Leadership: Here, the focus is on leadership support at the top of an organization. The higher one goes up the corporate ladder, the fewer peers an executive can turn to for help or feedback. The adage, “It’s lonely at the top,” certainly applies here. Our coaches become the support base for the executive—exploring the issues with which the executive must deal.
- Coaching for Development and Success: This type of coaching focuses on current or future assignments or opportunities. This is an undertaking to “groom” an executive for that next step and fine-tune their skills as they become more visible to stakeholders. We all have our strengths and blind areas. Our coaches explore with the executive which attributes helped get them to their present position and what skills might be or have been a potential anchor to hold them in place. “Accentuating the positive” is the thrust of this model.
- Coaching for Performance: This type of coaching concentrates on enhancement for current and future challenges. Does a manager have a rough spot to be smoothed out before they are ready for that next advancement? This model addresses a single issue—a weakness—a flaw that needs to be explored in depth, whether it is a personal characteristic that needs to be changed or a business skill that needs to be improved or altered.
2. Balance Coaching for High Achievers: The underlying principle is that people are naturally resourceful, creative and whole. From a practical standpoint, this means that with guided probing questions, they will find solutions within themselves. They are fully capable of finding their own answers, with the coach being more of a guide, rather than an advisor or mentor. The role of the coach is not to tell them what to do, nor is it to “fix” them. Rather, through deep and curious questions, let them discover their own way out of their box. A consultant helps solve a particular set of problems, whereas a coach helps the client discover themselves as they create the life they envision. Each session will largely be based on one of three technical principles: fulfillment, balance, or process. In general, fulfillment and balance focus on moving forward. In contrast, process coaching focuses more internally, on what is happening in the moment. This service may be offered as a “stand alone” program or if preferred, integrated into our executive/ leadership coaching programs.
3. Growth Coaching: This coaching goal is to assist businesses and organizations in better preparing this next group for a successful outcome.The coaching approach and modular design will allow for a prescriptive agenda that is customized to the organization’s culture and business model. The participant’s key areas for growth are to enable success and to include industry transformation/disruptors from a strategic point of view. This coaching model is designed for individuals or teams. It is also suggested, when plausible, an internal mentor supports the participant and provides feedback to the coach.
Other Coaching Services:
- Group Coaching: Change management is a typical driver for this coaching model.
- Team Coaching: Team effectiveness influences the coaching model and approach, especially with a senior manager or acquisition assimilation.
- Career Shift Coaching: Transitioning to a new career or a new lifestyle.
- Career and Life Balance Coaching: Supporting personal management of balance.