Our specialty is Executive coaching with Successful People

Our coaching is from a practical real world perspective. One of the key qualities of our approach it takes to win into account that both leader and coach often live in a world of overcommitment to under resourced.

Therefore the coaching that we do respect the busy lives of both the leader and coach. Our coaching works best when the leader being coach is an already successful person and their stated objective is a positive, long-term behavioral change to improve as a leader.

IDENTITY

We studied the identity of key executives and how they relate to the organizations.When working with highly successful people, we’ve observed that they are successful in spite of certain behaviors, and because of certain behaviors. Our efforts are intended to discover which tendencies are not associated with their success and strengthen certain behaviors that will ensure their success.

Successful people don’t change unless there is leverage. The place where there is most leverage with the leader are with the people who are interdependent with them. Therefore our approach is to turn the stakeholders into the true coaches for improvement of the leader being coached.

FOCUS ON WHAT WORKS

We are constantly being reminded of what didn’t work. We continually tell stories about what is happening to us in the past and what isn’t working right now. We tend to focus on the future. The past is static and limited, while the future is dynamic and unrestrained. We emphasize the concept of feed forward and not feedback. Feedback is like looking through the rear view mirror of your car, while feedforward is like looking through the windshield, much more expensive area.

While we work with highly successful people, it is also important to work with perception of highly successful people. We believe it is imperative to work in parallel on changing both the behavior and the perception of that behavior of the leader being coached. It is not only the leader that needs to change, but the key stakeholders, that is the people who are interdependent with that leader. Sometimes the stakeholder’s interpretation of the leader are unbelievably resilient. People do not readily give up their prior assumptions, opinions, or beliefs about a person. So one of the key aspects of our coaching process is to help change the perception of the stakeholders in regards to the leader’s behavior.

FAMILIARS AND PATTERNS

We believe that getting to the core issues, that is the familiar, the patterns that keep one’s stock. We also know that people are very hard on themselves. If one has a judgment about one’s particular pattern of behavior, it may propagate the very pattern that one wants to change. Therefore it is not only necessary, but imperative to suspend judgment and see things as patterns of behavior, rather than emotional associations to doing something good or bad.

Only by looking at patterns can we break them and change the behavior that no longer works.