merylandclientLeadership Coaching

Your role as leader charges you to: constantly self-manage, set the aim, improve business results, build and empower teams, and develop your agility to respond to increasingly more complex issues. You have enjoyed successes along the way and you want to continue contributing to the organization’s greater good in the face of huge changes in your company, the industry as a whole, and the marketplace. Focus on sustainable success is what our one-on-one coaching is all about.

 

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Our coaching examines the mindset and presence a leader needs to effectively navigate complexity in ever-shifting business situations. It focuses attention on core skills demanded of every leader — holding pivotal conversations, building and leading high-impact teams, and leading organizational change.

Following a defined process (definition, demonstration, discussion and doing), which we have perfected over nearly two decades of organizational coaching, we help hesitant-if-willing leaders enhance how they lead while improving business results.

With increased awareness, the leaders often become more innovative in building and sustaining alignment among team members, and between the team and other groups/departments and their counterparts. They recognize the need for a well-communicated vision or plan and prepare to stretch themselves in order to stretch others. Inevitably, they become more resilient and model this resilience to their teams, encouraging them to roll with the punches dealt by changes in the organization.

 

Leadership Team Coaching

You made prodigious leaps forward through your own coaching. Now you want to cascade those benefits to your team and get everyone on the same page. We meet with you and your team in a workshop environment to: develop deep appreciation for the “collective potential,” encourage new perspectives, and redesign the alliance, as needed, to reach your shared objectives.

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Our leadership team coaching involves everyone in developing greater agility for dealing with peers and stakeholders; for identifying issues and creating collaborative solutions; for context-setting so their people know the landscape, direction and scope of objectives and expectations; and for leading oneself.

“Coach” is a role leaders often play in managing their people for improved business results. In this role, the leader must demonstrate belief in the employee’s potential and remain intent on bringing out the best in the person, encouraging that person to stretch, grow and learn from her mistakes. Peer coaching within the leadership team gives each leader the chance to practice and obtain just-in-time feedback on his or her approach.

Incorporating a coach-approach into one’s existing leadership style repertoire can be challenging in the best of times. It is especially challenging when the leader is trying to accelerate his people’s adjustment to changing circumstances.  Feedback gleaned from our clients says that return on effort far exceeds their expectations.

Executive-As-Coach Skill Transfer

Experience it, model it, and pass it on. Add the coaching arrow to your leadership quiver. Adjust your mindset from warning to wooing people to attain their top performance. One result of our coaching is the addition of coaching skills to your portfolio. Build your and the team’s capacity to coach others.

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