COACHING

• Executive Coaching
  
  
• 360 Assessment
  
  
• FutureScaping
  
  
• Life Transitions
  
  
• Professional Development
  
  
• Career Management
  
  
• Leadership Development

• To address specific business projects, professional goals, leadership / management issues, skill development.
  
  
• To partner to discuss and problem solve confidential issues and challenges.
  
  
• To hold your agenda and focus on your vision when other distractions interfere with your intention.
  
  
• To facilitate your goals by values clarification, brainstorming, identifying plans of action, examining modes of operation in life, asking clarifying question, and making empowering requests.

• A self motivated executive who is open to self-reflection, rigorous honesty, continuous learning, and personal / professional growth.
  
  
• A person who values objective feedback and collaboration for problem solving, learning, and results.
  
  
• A professional who is determined to maintain his/her focus and motivation in meeting specific goals and objectives.
  
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360 LEADERSHIP ASSESSMENT PROCESS

The 360 Executive Assessment Process provides a discreet, confidential way for Managers to receive direct feedback about their performance.  They learn the impact that their behaviors have on their staff, peers, and the organization as a whole. As a first step in the Manager’s development process, feedback allows the Manager to decide what leadership behaviors are working and what needs to change for their career success.  The feedback report provides recommendations for development.  From there, a plan is created for on-going development and on the job reflective learning. 

Opportunities

1. To determine the best Assessment Strategy to use to leadership and organizational goals.

2. To provide 360° feedback to Leaders by gathering perspectives on their leadership effectiveness.  With this information, they can design their own development plans to enhance their leadership capabilities in areas critical for their unique roles.

3. To provide HR and the CEO with an aggregate report to determine areas of strength and developmental needs of the leadership team for succession planning and future development initiatives.

1. Plan for the Project
   We begin by meeting with the client to help determine the best assessment strategy to use.  We assist in evaluating and selecting the best on-line 360° tool to use and / or implementing a 360° interview process for the selected leaders.  We help work through the logistics of the project including developing the timetable, communications, meetings, and other action steps.

2. Conduct Kick Off / Orientation Meeting
   We meet with the leaders to introduce the overall goals of the program, the process tools, and timeline.  They learn how the process will work, why it is worth their effort, how to select and communicate with raters, and what to expect as follow up to the results. Confidentiality is emphasized.

3. Administer the Instrument and / or Conduct 360° Interviews
   One-on-one Interviews: If this approach is selected, we conduct one-on-one phone interviews with those people selected as raters.  These interviews include at least three-five direct reports, three-five peers, and the Director for each of the selected leaders. On-line Assessment Instrument: If decided, we coordinate the on-line 360°assessment process with participants.  We serve as the liaison with the selected 360° vendor who will analyze the data and prepare the reports.
   
   
4. Write Summary Report
   If the individual 360° interview process is selected, and the interviews are conducted, we compile the results and write a summary report for each leader. In addition, an aggregate report is compiled to determine areas of strength and developmental needs of the leadership team for future development initiatives.
   
   
5. Conduct Group Results and Development Meeting
   We meet with the participants, as a group, to introduce them to the results report.  We explain the report components and how to interpret results.  We also review the development-planning guide that accompanies the report and how one creates a workable development plan.  Finally, we consider the summary themes that have emerged from the group profile.  They also learn about how to prepare for development planning.
   
   
6. Prepare for and Conduct Individual Feedback Sessions
   Following the group debriefing session, we meet with each of the leaders in an individual coaching session.  The purpose of this meeting is to help the leader make sense of the data that they received and provide a forum to discuss individual strengths, needs, and development ideas.
   

• Myers Briggs Type Inventory (MBTI)
• SpeedReading People
• Leadership Effectiveness Analysis (LEA 360)
• Strategic Directions
• Leadership Agility 360
• Lominger Career Architect
• The Element B

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FutureScaping. . . 
DESIGNING AND PLANNING YOUR FUTURE

FutureScaping is a dynamic, one-on-one, half day or full day personal planning / coaching session to help you . . .

• Envision, clarify, and document your dreams around your career /life transitions;
  
  
• Identify those forces assisting you in achieving your goals and those forces creating resistance and barriers;
  
  
• Use creative thinking tools to problem solve and overcome the barriers standing in your way; and
  
  
• Create a concrete action plan to achieve your goals; and develop an ongoing implementation strategy to ensure your success. 

• Use of Myers Briggs Personality Inventory and follow-up coaching sessions are included in this package. 
  
  
• This program has also been customized as a group workshop for clients in transition and change.
  
  
• This program can be done as a tele-coaching session using Skype TalkAndWrite Program.
  
  
• Create a concrete action plan to achieve your goals; and develop an ongoing implementation strategy to ensure your success. 


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Located in Boston & San Francisco Bay area