Professional athletes use coaches.  They are already high performing but they want to optimize their strengths.  Successful leaders have the same belief and utilize coaching to help them get there.

Your people are your richest commodity. With the increasing demands that the corporate world requires, it’s important to provide resources to help your high potentials become more successful within your organization.

We foster that success by delivering one-on-one executive and leadership coaching services to corporate professionals. Creating a plan personalized to help them realize their full potential and individual goals.

We gain an in-depth understanding of what is valued
for growth within your organization.

360 assessment tool

Personality assessments

Employee interviews

SWOT analysis

Unlike workshops which provide high-level concepts and an hour of information targeting your leaders particular growth needs—our focus is on deliberate development of executives and high potential leaders. We discover gaps and put actions into place, so they can be more impactful in their current role and develop the skills needed for elevated opportunities.

We help create an action oriented development plan and each step in the process is highly personalized to match their individual needs. We provide continuing feedback, create accountability, and build support structures to maintain new behaviors and relationships.

Areas of development may include:

  • Move from Contributor to Leader of contributors
  • Deliberate delegation to broaden impact
  • Executive/Leadership presence

  • Clear and concise communication
  • Navigating role change through acquisitions and mergers

Frequently Asked Questions

A company or an individual might choose to work with a coach for many reasons, including the following:

  • Something urgent, compelling or exciting is at stake (a challenge, stretch goal or opportunity)
  • A gap exists in knowledge, skills, confidence or resources
  • A desire to accelerate results
  • A lack of clarity with choices to be made
  • Success has started to become problematic
  • Work and life are out of balance, creating unwanted consequences
  • Core strengths need to be identified, along with how best to leverage them
The distinct difference between consulting and coaching is that a coach will stay with the client to help implement: the new skills, changes and goals, and to provide accountability.
This really depends on the client and what goals they want to achieve. The minimum time it normally takes is 6 to 9 months.
The coach:

  • Provides objective assessment and observations that foster the individual’s or team’s self-awareness and awareness of others
  • Listens closely to fully understand the individual’s or team’s circumstances
  • Acts as a sounding board in exploring possibilities and implementing thoughtful planning and decision making
  • Champions opportunities and potential, encouraging stretch and challenge commensurate with personal strengths and aspirations
  • Fosters shifts in thinking that reveal fresh perspectives,
  • Challenges blind spots to illuminate new possibilities and support the creation of alternative scenarios
  • Maintains professional boundaries in the coaching relationship, including confidentiality, and adheres to the coaching profession’s code of ethics.

The individual:

  • Creates the coaching agenda based on personally meaningful coaching goals
  • Uses assessment and observations to enhance self-awareness and awareness of others
  • Envisions personal and/or organizational success
  • Assumes full responsibility for personal decisions and actions
  • Utilizes the coaching process to promote possibility thinking and fresh perspectives
  • Takes courageous action in alignment with personal goals and aspirations
  • Engages big-picture thinking and problem-solving skills
  • Takes the tools, concepts, models and principles provided by the coach and engages in effective forward actions
Measurement may be thought of in two distinct ways: external indicators of performance and internal indicators of success. Ideally, both are incorporated.

Examples of external measures include achievement of coaching goals established at the outset of the coaching relationship, increased income/revenue, obtaining a promotion, performance feedback that is obtained from a sample of the individual’s constituents (e.g., direct reports, colleagues, customers, boss, the manager him/herself), personal and/or business performance data (e.g., productivity, efficiency measures). The external measures selected should be things the individual is already measuring and has some ability to directly influence.

Examples of internal measures include self-scoring/self-validating assessments that can be administered initially and at regular intervals in the coaching process, changes in the individual’s self-awareness and awareness of others, shifts in thinking that create more effective actions, and shifts in one’s emotional state that inspire confidence.