How would access to an experienced thought partner, career strategist and leadership expert help you increase your impact?
We all want to achieve our dreams and goals and be a leader others want to follow. The competing demands of our work and personal life, as well as our mindset and habits can make it difficult to create personal breakthroughs on our own.
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Coaching gives you the focused time, tools and support to explore possibilities, amplify your talents, and achieve your goals.
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Leaders face many pressures that require great focus and skills:
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Leading our team through tough times or major change
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Achieving results by working through our team (delegating, coaching, developing, motivating)
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Managing our reputation and demonstrating executive presence under pressure
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Influencing senior leaders, peers and external customers and partners
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Addressing team issues, culture concerns and persistent obstacles
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Building and demonstrating our readiness for the next career move
We are also trying to achieve these goals while managing complex personalities and conflicting agendas.
As leaders, we are often constrained by what we know and believe to be true based on our experiences and information from others. These beliefs and assumptions drive our thoughts and actions, consciously and subconsciously. Until we experience a shift in our mindset and assumptions, it can be very difficult to see new pathways, create new behaviors and feel inspired.
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Current Realities
for Leaders
The
Coaching Difference
A coach helps you dedicate attention in order to:
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Challenge limiting beliefs, paradigms and assumptions
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Break through the obstacles and explore possibilities
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Leverage strengths and talents in new ways
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Identify and address blind spots
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Change undesirable patterns or habits
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Build new skills and strategies
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Find enjoyment in work again
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What kind of outcomes can you expect from coaching?
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Accelerate your career by leveraging your strengths and addressing obstacles
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Demonstrate readiness for promotion
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Achieve success in a new role/ level and build your desired reputation
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Explore new ways of working to manage your energy, time and life demands to create a sustainable and fulfilling career
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Increase your impact as a leader to achieve breakthrough performance
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Create successful and significant change in your team/organization
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Effectively address performance and people issues​
Coaching Principles
We believe that the best coaching:
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Is a purpose and goal-driven process, tied to clear and measurable outcomes
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Provides self-awareness that improves performance
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Uses data and science-based principles, assessments and development practices
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Creates a positive, respectful and empowering space for growth
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Applies practical, simple and proven methods and tools
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Offers confidentiality and a safe space to explore new ideas and stretch beyond comfort zones
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Builds leaders’ confidence to challenge their thinking and find solutions
The Coaching Process
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1. Assessment and Goal SettingPersonalized approach New insights through assessments Identify strengths and opportunities* Optional: 360 assessment (interviews or survey) Optional: Role Success Profile** Clear and measurable coaching goals that support both performance and organizational goals
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2. Taking ActionResults-oriented action plan Partner in coaching sessions to: Clarify priorities Identify & break patterns Shift mindset Explore new possibilities Address blind spots Remove obstacles Develop new skills & strategies Commit to new behaviors Gather input on progress
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3. Measurement & Follow upTrack progress on specific performance and behavioral goals Optional: Targeted 360 assessment on targeted actions/behaviors at end of engagement Optional: 45 day follow up session
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About Group Coaching for LeadersAPC also provides an option for group coaching for multiple leaders simultaneously. This approach creates a cohort(s) of 5-10 leaders with common leadership development challenges or gaps. They may have similar roles, or may be at a similar career stage (e.g., new executives, new managers). The group coaching process provides assessment, development discussions, personal action planning, and a mix of both 1:1 coaching and group coaching. This option can also be tailored to augment existing organization leadership development programs.
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About Role Success ProfilesThe Role Success Profile gathers input from the leader, their manager, and their key stakeholders to document the knowledge, skills, experiences, responsibilities, and characteristics needed to be successful in the client's role over the next 2-3 years. The profile is a collaborative effort with the leader that provides helpful insights on expectations from the perspectives of these key stakeholders regarding how to be successful in their role. This can provide a valuable input to goal setting and development planning.
Leadership coaching engagement timing, duration, and plan elements will be tailored to your unique needs and organizational requirements.
*Leadership Assessments can include Hogan, 360 Assessments, EQi 2.0, Strengthsfinder 2.0, MBTI, CPI260, or DISC. We can also review any assessments the leader has taken in recent years. Some leaders will also provide additional information such as organization surveys, performance reviews, annual business goals, and business performance data in the assessment step to create additional insights.