Many leaders who transition to new, larger, or more complex roles could use some advice on how to quickly get up to speed and make a difference. Likewise, even leaders who have been in their jobs for a few years know how tough it is to get traction and deliver business results. The challenge may be leadership style and effectiveness, content knowledge and expertise, knowing what to do and ask, spending time with the right people, understanding the company culture, reconciling competing priorities, and/or learning from critical developmental inflection points as they are happening.

We offer custom and public experiences and programs in coaching in these areas:

Leader Coaching
Cohort Coaching
New Leader & Team Assimilation

Coaching Focus

Potential areas of attention include leadership effectiveness, transitioning to a new and larger role as a senior executive, preparation for future larger roles, senior executive content knowledge/expertise, and/or real-time advice for addressing real-time situations – with a particular focus on select leadership behaviors that may be hindering the leader’s current effectiveness and credibility.

Coaching Process

We will address some or all of the following process elements and tools, depending on client needs and interests:
  • Self-awareness – understanding of strengths, development needs, and coaching priorities
  • Company culture – how it plays to the leader’s strengths and challenges his development needs, and ways to address organizational politics and other success factors in the current environment
  • Interviews with approximately 6-8 key constituents
  • Feedback and recommendations report based on interviews and observations
  • Development tools including Personal Leadership Profile, Leadership Coaching Framework, and Leader Development Model
  • Trusted advisors – a personal Board of Directors
  • Measures of success for the coaching engagement
  • Assumptions – confidentiality, keeping others in the company informed and involved in the process, etc.
  • Select readings, as appropriate
  • 1 face to face meeting at the appropriate time, approximately 4 hours in duration
  • Monthly 1on1 meetings via telephone – approximately 1.5 hours per session
  • Potential use of quick pulse survey of key constituents to assess progress, if appropriate
  • Potential additional face to face meeting(s), if appropriate
  • Final recommendations at the conclusion of the coaching engagement

Lacey and Ian have extensive experience customizing solutions to specific client needs. We would love to discuss your business, coaching, leadership development, and HR transformation challenges with you!

Let’s Get Started!