Coaching
Behavioral coaching integrates research from many disciplines into a validated, user-friendly model of practice. It incorporates knowledge from psychology (behavioral, clinical, social, developmental, industrial and organizational), systems theories, existential philosophy, education and the management and leadership literature. One of the reasons why behavioral techniques are so widely accepted is that they allow for data to be gathered on specific, targeted behaviors impacting the application of a professional skill. By using appropriate validated, behavioral change instruments, these targeted behaviors can easily be measured and evaluated in a rigorous manner. Behavioral coaching, with its emphasis on research and evidence, provides individuals and organizations a validated and proven system that greatly increases their chances of effecting lasting behavioral change.
Most executives are masters in their specialized fields and have a strong understanding of how businesses operate. But with a constantly changing business landscape, some executives need to enhance their leadership and communication skills in order to be more successful and get the results they want. Executive Leadership Coaching is an ideal way to focus attention on developing specific leadership capabilities and qualities that will have the greatest impact on an organization. Executive Development initiates positive change at the top that filters down throughout the organization. Our primary focus is not to just transfer information, but change behaviors. Our one-on-one coaching programs and learning events for senior, mid-level, and high potential executives are designed to enhance the leader’s individual, interpersonal, and organization skills.
Whether artistically, academically, spiritually, or professionally gifted, sometimes we get stuck in the traps of our failures or success. Weekly, scheduled phone sessions include coaching that is tailored for specific needs and provides an opportunity to get unstuck through a process of “abilities awareness,” which includes thoughtful self-introspection that ultimately leads to incredible, sustainable breakthroughs at home, work, school, or church.
Group coaching links professionals together to make their work more effective. This coaching opportunity may be formal or informal and could include peers with a common interest or people from different organizations who want to collaborate to increase effectiveness
Discusses the shift in focus of change management from change itself to the people facing change and the impact on the most powerful drivers of work behavior: purpose, identity and mastery. Observes that leaders need to align these behaviors with organizational change by explaining the who, what, where, why and how of the change. Describes the change management cycle: understand the current situation, develop a change plan, enlist others to develop critical mass and track and stabilize results. Presents the “TRY” (test, recalibrate, yes) model to help change leaders’ resistance to change and lists what is needed in leaders to increase their ability to manage organizational change effectively.
Mentoring Program teaches a company’s employees how to continue and maintain the Mentoring Program as a self-sustaining aspect of their corporate culture. As the Mentoring Program grows over the years, it becomes a natural process for grooming and retention of top talent. It also allows an organization to adjust and strengthen their succession planning process, which is so critical to ensure ongoing leadership and success.
Training for persons who wish to use the cognitive coaching model to coach individual teachers in thinking about their teaching practices and identifying for themselves how they would like to improve it.
To teach for understanding, teachers need new learning as well. But traditional approaches to professional development are not designed in ways that are likely to help teachers learn what they now need to know. This is because, as top educators observe, our understanding of how students learn applies to adults as well; yet, traditional forms of professional development do not take advantage of this knowledge. So, with my coaching approach I will breakdown the teacher or instructors capacity to learn and translate that learning into their own learner style so, that they can instruct or teach any learner.
Coaching is quickly becoming a quintessential, critical tool for organizational change. With increased globalization, especially at the hands of a technology-intensive global marketplace, coaching is a practical, yet highly impactful approach to facilitating productive change in persons, teams, and systems by enabling leaders, managers, and employees to uncover potential that might otherwise go untapped.
Coaching
Behavioral Coaching
Behavioral coaching integrates research from many disciplines into a validated, user-friendly model of practice. It incorporates knowledge from psychology (behavioral, clinical, social, developmental, industrial and organizational), systems theories, existential philosophy, education and the management and leadership literature. One of the reasons why behavioral techniques are so widely accepted is that they allow for data to be gathered on specific, targeted behaviors impacting the application of a professional skill. By using appropriate validated, behavioral change instruments, these targeted behaviors can easily be measured and evaluated in a rigorous manner. Behavioral coaching, with its emphasis on research and evidence, provides individuals and organizations a validated and proven system that greatly increases their chances of effecting lasting behavioral change.
Executive Leadership Coaching
Most executives are masters in their specialized fields and have a strong understanding of how businesses operate. But with a constantly changing business landscape, some executives need to enhance their leadership and communication skills in order to be more successful and get the results they want. Executive Leadership Coaching is an ideal way to focus attention on developing specific leadership capabilities and qualities that will have the greatest impact on an organization. Executive Development initiates positive change at the top that filters down throughout the organization. Our primary focus is not to just transfer information, but change behaviors. Our one-on-one coaching programs and learning events for senior, mid-level, and high potential executives are designed to enhance the leader’s individual, interpersonal, and organization skills.
Find out more about Executive Leadership Coaching →
Life Coaching
Whether artistically, academically, spiritually, or professionally gifted, sometimes we get stuck in the traps of our failures or success. Weekly, scheduled phone sessions include coaching that is tailored for specific needs and provides an opportunity to get unstuck through a process of “abilities awareness,” which includes thoughtful self-introspection that ultimately leads to incredible, sustainable breakthroughs at home, work, school, or church.
Group Coaching
Group coaching links professionals together to make their work more effective. This coaching opportunity may be formal or informal and could include peers with a common interest or people from different organizations who want to collaborate to increase effectiveness
Organizational Change Coaching
Discusses the shift in focus of change management from change itself to the people facing change and the impact on the most powerful drivers of work behavior: purpose, identity and mastery. Observes that leaders need to align these behaviors with organizational change by explaining the who, what, where, why and how of the change. Describes the change management cycle: understand the current situation, develop a change plan, enlist others to develop critical mass and track and stabilize results. Presents the “TRY” (test, recalibrate, yes) model to help change leaders’ resistance to change and lists what is needed in leaders to increase their ability to manage organizational change effectively.
Executive Mentoring
Mentoring Program teaches a company’s employees how to continue and maintain the Mentoring Program as a self-sustaining aspect of their corporate culture. As the Mentoring Program grows over the years, it becomes a natural process for grooming and retention of top talent. It also allows an organization to adjust and strengthen their succession planning process, which is so critical to ensure ongoing leadership and success.
Cognitive Coaching
Training for persons who wish to use the cognitive coaching model to coach individual teachers in thinking about their teaching practices and identifying for themselves how they would like to improve it.
Strategy for Developing Instructional Capacity (Coaching)
To teach for understanding, teachers need new learning as well. But traditional approaches to professional development are not designed in ways that are likely to help teachers learn what they now need to know. This is because, as top educators observe, our understanding of how students learn applies to adults as well; yet, traditional forms of professional development do not take advantage of this knowledge. So, with my coaching approach I will breakdown the teacher or instructors capacity to learn and translate that learning into their own learner style so, that they can instruct or teach any learner.
Coach Training
Coaching is quickly becoming a quintessential, critical tool for organizational change. With increased globalization, especially at the hands of a technology-intensive global marketplace, coaching is a practical, yet highly impactful approach to facilitating productive change in persons, teams, and systems by enabling leaders, managers, and employees to uncover potential that might otherwise go untapped.
Learn More about Coach Training →
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