frame that reflect the executive’s specific goals and context. We
find that the complexity of the coaching engagement increases at the
senior level and typical engagements are six months or one year in
length. We also offer more targeted programs that deal will the
situational issues like, but not limited to; team building, change
management, communication, strategic thinking, conflict and
interpersonal relationships. These engagements are typically six
months in length.
LONG TERM PLANNING:
In this phase we work with the client and his or her organizational
goals to develop strategies for a sustainable long term plan for
further growth and development after the coaching engagement ends.
Then at the end of every engagement we measure the client’s
Clients are engaging us over a longer period of time to address new
challenges as they arise. Feedback from our clients suggests a
growing need for sounding board services to filter through the
ongoing complexity of issues today. This trend has been growing
over the last decade as leaders look for ways to increase the
agility and focus for their organizations.
use assessments to aid in increasing clarity and focus for our
clients as they determine their strategies to achieve optimum
performance. We assist our clients by providing in-depth debriefs
to translate the findings into real world practical strategies.
specialize in two widely recognized assessment tools. As part of the
discovery stage, we will recommend the selection that will best suit
the needs of our clients.
assessments are typically referred to as the Science of Personality.
We use these assessments primarily with senior level executives to
recognize themes which are currently supporting or detracting from
their performance as well as grow key talent as part of the
organizations succession planning.
uses four core assessments, the Hogan Personality Inventory, Hogan
Development Survey, Motives, Values, Preferences Inventory, and
Hogan Business Reasoning Inventory measure normal personality
characteristics, career derailment risks, core value drivers, and
cognitive style, respectively. This multi-dimensional approach to
personality assessment provides incredible insight that can serve as
a powerful tool.
Combining both behaviors (DISC) and driving forces (motivators),
assists clients in understanding the how and the why
behind their actions. We typically use these assessments with
Senior Leadership in Professional firms as well part of the
selection criterial for critical talent with the objective of
increasing the company’s core competencies.
Behaviors/DISC assessment is key in helping people understand HOW
they behave and their ability to interact effectively with others in
work and life. The motivators provide us with the why we may do
things which both support and hinder our success.
are certified and experienced in both assessments as well as
experienced in incorporate other assessments that have been provided
to the client. Our approach is to first use what exists within the
organizations and then bring additional tools to fill in gaps.
also provide narrative 360 assessments (we customize based on the
situation) as well as 360 tools from both Hogan and TTI.
yourself helps to determine your path to success; however you still
need to know where you are going. Competency mapping allows the
client to understand how they fit within their current role and
where they need to focus their efforts.
It allows an individual to map out a plan to obtain the
skills and knowledge needed to move to a higher level of performance
or the next level.
competency mapping identifies the distinction between knowledge and
skill competencies and behavioural competencies.
As this process is only used with executives and high
potential professionals, it uses a unique process where the focus is
on clearly defining the individual competencies. The competencies
are structured around a 4-level approach to understanding the
current level of expertise that exists within each of the areas and
determine which areas are targeted for developmental growth.
We have found this
process useful when using an organization’s existing strategic