Helping Leaders to Help the Organization

Most of our work with clients is on leadership, management, communication skills, and self-mastery.  We have helped leaders to identify and change behaviours and attitudes that were interfering with their effectiveness or limiting their scope in the organization.  These have included personal and interpersonal behaviours, the use of grounded and ungrounded assumptions for decision-making and negotiating, attitudes toward conflict and conflict resolution, having difficult conversations when coaching direct reports, creating a trusting work climate, managerial courage when making tough decisions, managing up effectively, building lasting relationships with peers and clients, setting expectations and standards for staff behaviour and performance, setting and maintaining personal boundaries for time management, self- and perception management through increased self-awareness and self-control, and other related behaviours and mindsets.

We can’t change anyone, but we can help people change themselves.  If people are open to self-examination and willing to consider changing, then our responsibility is to help them do so.  We don’t accept coaching assignments when we feel that either the fit is not good or that the person doesn’t meet our readiness factors for coaching.  Collecting pre- and post-coaching feedback helps us and the organization to assess the effectiveness of the coaching.  At the end of a coaching engagement, we send a feedback questionnaire to our clients, asking them to return it directly to the HR/learning professional, not to us.  We ask our client organizations for feedback about our coaching work.”