Sometimes I wish I were a plumber. When people ask what they do for a living, the reply “plumbing” never requires explanation. Coaching does.

Coaching is a focused and intentional conversation that facilitates learning and raises the level of performance.

In confidential and challenging discussions, I assist clients to fully develop themselves as strong leaders. Focusing more on the future than the past and on how to think and behave rather than what to do, I partner with individuals and teams to:

  • Articulate goals
  • Identify unique strengths and limiting behaviors
  • Plan for change
  • Develop skills and behavior changes necessary to meet their highest expectations of themselves

Individual Coaching

I coach individuals who, while skilled, knowledgeable and valued in the organization, want to take their performance to the next level. To improve leadership competencies, my specialization in individual coaching focuses on behavior, style, and communications.

If these thoughts and questions are renting space in your head, let’s talk about how coaching can help:

  • I wish I could be more proactive and less reactive.
  • How do I build and lead a really high performance team?
  • Am I creating an environment that supports my direct reports’ success?
  • I’d like to have a more confident executive presence.
  • I’m great at the tactical. How do I get better at the strategic?
  • Am I delegating enough and in the best way?
  • I could use an objective set of eyes and ears on a major decision or organizational challenge.
  • This is my first time in this leadership role. What new skills will be required for me to succeed?
  • I’d like to know what my blind spots are and the impact my behavior and management style has on my boss, my team and my peers.

Team Coaching

I get asked a lot if I do “team building.” Sure I do.  As long as it’s understood that team building is not an end, but a means.

High performance teams:

  • Regularly assess and evaluate their own performance and
  • Identify not only what they want to achieve but also how they want to BE with each other.

Teams, partnerships and organizational systems must focus as much on the relationships as on the business. The alternative, allowing “ineffective” (read toxic) relationships to remain that way, costs businesses big time in terms of lost productivity and drained energy.

I partner with groups of any size to help them interact more effectively and with more enjoyment. My role is not to “fix,” but to help the system see its own characteristics, obstacles and potential.

Is bringing in a coach for your team an option? We should talk if you find yourself wondering:

  • Is everyone aligned around a mission and purpose?
  • Why do our goals and objectives feel like moving targets sometimes?
  • What could this team achieve if we were better at building consensus and making decisions effectively?
  • Does our behavior demonstrate that we value cooperation, collaboration and interdependencies?
  • Are we maximizing diverse perspectives or allowing them to be obstacles?
  • We have a vision and values statement hanging on a wall somewhere. How did it get developed and how long ago?
  • Are we giving and receiving feedback in a way that is constructive?
  • Do we all share a mutual sense of personal and team accountability?
  • Is conflict being resolved or ignored? Are we using it to our advantage?
  • Why do I sometimes feel that we are in danger of “death by meeting”?
  • Do we trust each other to the degree we should?

More on basic steps of coaching process Contact me for a consultation