What you will cover
- SELF AWARENESS!
- Understand exactly what people are trying to tell you to improve
- See yourself clearly the way others see you
- Get a clear picture of the ideal target behaviors or competencies
- Understand the magnitude of the change required
- Identify how and when you succeed compared to when you don’t
- LEARN A BETTER APPROACH!
- Practice, bounce around ideas, get input and feedback in a safe environment
- Change your thinking, attitude, feelings, and/or behavior process – whatever works for you
- MAKE IT LAST!
Contact us for a free consultation to determine if we are a good fit for one another.
Sometimes even the most productive leaders are at risk of derailment due to behavioral habits that have a negative interpersonal impact. Perhaps there is a perceived need for control, perfectionism, or competitiveness and senior leaders worry about creating a positive culture that promotes motivation, inspiration, collaboration, and creativity. Perhaps there is vague feedback about communication styles, presence, or even abrasiveness. Deliberate Changes provides one-on-one, non-judgmental coaching to help leaders understand how to leverage their strengths to overcome their weaknesses and learn strategies that last even in the heat of the moment. We will also help our clients repair their reputations and get their careers back on track.
Who should participate
Smart, highly-valued leaders and executives who just need to polish their personal interaction style, interpersonal skills, or emotional intelligence in order to influence others and get better results.
How you will benefit
- Change the trajectory of your career
- Be recognized for your skills and appreciated for your leadership
- Influence others to get the results you really want
- Repair your reputation
- Rebuild trust
- Move from the bottom third to the top ten
- Get off a PIP (Performance Improvement Plan)
- Get on a succession plan
- Learn lifelong skills that you can apply in other contexts
How does it work?
One-on-one coaching is based on the principles of leadership, evidence-based coaching psychology, and the unique needs and characteristics of the individual. We do not make it up as we go (see case study below). We customize a leadership development plan according to the needs of the client. This means the assessments used (if any) will be selected or created according to the needs of the situation. A typical outline of a one-on-one leadership development or coaching program is provided as an example followed by a case study for those who are wondering how coaching approaches are selected.
Introduction and orientation. Creating relationship, understanding goals and expectations.
Current state (input from others). Feedback from others is obtained through assessments or personal interview.
Debrief interview and assessment feedback.
Week 3 -4
Planning – goal setting, commitments, clarifying desired behavior as required by the role, the context, and the strengths of the individual
Self-motivation – recognizing cues and rewards from positive and negative behavior.
Action planning – creating processes for alternate behavior, practicing cue recognition & alternate behavior, plan for creating guardrails (external barriers to negative behavior)
Week 4 – 8
Regular coaching to monitor and adjust action plan, mitigate and recover from damage done, guided self-directed learning for supporting leadership behaviors.
Custom designed skills training – drawn from a resource of over 80 leadership training modules and delivered in one-on-one informal interactive sessions of 4-5 hours each.
Shadow coaching – where the coach observes the leader in action in order to provide richer feedback and support.
Email support as needed
Learning resources – training manuals, cheat sheets, playbooks, templates, and other resources are provided as part of the service.
How do we design a coaching development plan – a case study
Coaching definitions tend to vary by the extent to which the preferred coaching approach is directive versus non-directive, goal-focused versus developmental, or performance-oriented versus therapeutic (Ives, 2008). Choosing a coaching approach is complicated by the myriad of perspectives and tools available and by the need to adapt to the specific and changing demands of the situation. Take John’s case for instance… view full case study
Ives, Y. (2008). What is ‘coaching’? An exploration of conflicting paradigms. International Journal of Evidence Based Coaching and Mentoring, 6(2), 100–113.