Develop high potentials or facilitate transition | 48% |
Act as a sounding board | 26% |
Address derailing behavior | 12% |
“Recent studies show business coaching and executive coaching to be the most effective means for achieving sustainable growth, change and development in the individual, group and organization.” HR Monthly Magazine
Stand-alone training changes behaviors by about 22%. Training reinforced with follow-up coaching changes behaviors by 88% for increased productivity. IPMA Research
Coaching is not about advising; it’s not about telling clients what to do. It’s about helping them clear a path for behavior change and giving them the tools to do so. It means asking the right questions to make them think beyond the obvious and find the answers that are buried in their brain. Bottom line, it’s about providing the catalyst to effect change and reach goals.
My coaching model follows a simple process:
1. Define Clear Goals
2. Share and analyze information
3. Create a strategy
4. Review results and recalibrate
The job of an executive is not an easy one. Responsibilities include:
But who is developing the executive’s leadership skills? Who can help them see a broader perspective and challenge them to a new way of thinking? Who is available to listen objectively to their concerns with no agenda except to help them succeed? Who is their trusted advisor? Who helps them learn to be a better coach and mitigate derailing behaviors? This is the role of an executive coach. This is what I can do for you.
Coaching is being offered as a perk for high potentials more than ever before. In fact, it’s now the number one reason to hire a coach. When companies are willing to invest in an individual’s development, they see the value that individual brings to the organization. Whether they are:
DayBreak Enterprises can assist in transitioning high potentials to the next level in their careers by taking their EI to the next level.
An alarming number of leaders are promoted to leadership roles without adequate, if any, training or development. A coach can provide the quick start necessary to help new leaders avoid the many pitfalls of the Peter Principle and the guide rails to ensure success. I make sure that great engineer becomes a great manager, and that superstar IT geek becomes a superstar leader. Think of coaching with me as your insurance policy to ensure a solid return on your investment.
Unlike traditional coaches, I advise leaders on how to incorporate brain-balanced leadership into their management style by leveraging a mix of cognitive processing and emotional management. Compelling brain research has proven that most of our actions are filtered by our emotional brain, long before our logical brain gets a chance to process and react. Allowing the emotional brain to be in charge is quite dangerous and costs organizations millions of dollars every day. Leveraging neuroscience helps task focused, results driven leaders understand the need to balance their logic with emotion. Essentially, I use hard science to teach soft skills like empathy, conflict management and building trust.
My mission is to raise the bar on leadership and emotional intelligence. I do that by helping organizations drive profits by developing their people.
JOIN ME for an ongoing conversation on EQ!