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Today, successful companies hire coaches to help leaders elevate and accelerate their impact on results.
But does the coach know how to help both the leader and the surrounding business?
Having been both an external coach and an internal talent development leader who evaluated coaches for executives, I’m well aware of the challenges of finding the right coach.
And in my experience, corporate leaders are looking for two critical competencies that are often hard to find in one coach:
1. The ability to truly coach the person where they are, not just teach the methods that worked in the coach’s career or for other leaders (i.e. mentoring). If this nuance isn’t perfectly clear, read this article.
2. A high level of business acumen to credibly tie the results of assessments like 360s, personality input and behavioral feedback to what matters in for-profit organizations: the company’s strategic business objectives and P&L-related decision-making.
Leaders and organizations participate in my executive coaching programs because my unique experience across the 3 B’s – business, behavior and best practices around leader development – exceed the above expectations.
With an unparalleled approach to both business challenges and personal growth, I help executives develop strategies to achieve their highest goals and motivate those around them for extraordinary leaps in performance.