Our
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Our leader assessment and coaching solutions are different because the development needs of non-executive leaders differ from those of senior executives. If your company is considering investing in the growth and retention of your high performing rising leaders, consider this:
Early leaders need more help defining their personal leadership values and leadership style. Typical “one size fits all” leadership training often leaves them feeling disconnected from who they are and want to be as a leader. Assessment and coaching help them learn to leverage their values, unique skills, and personality traits to succeed as a leader in a way that feels authentic while tying into the company’s leadership framework.
Knowledge that early leaders obtain via training needs to be translated into behavior. Newer leaders are less experienced at reading situations and determining the most effective approach to navigating challenging circumstances and people. Coaching offers them the opportunity to explore various perspectives around scenarios that are real, not case studies, while learning to think through actual challenges and opportunities in real time. This real-world practice provides new leaders with valuable experience.
Emerging leaders face endless challenges being in the middle of an organization. They have so many stakeholders to please and are expected to effectively manage up, horizontally, and down, while working with and through both individuals and teams. Coaching gives them the space to explore how they approach these complicated dynamics with greater confidence and ease.
Less experienced leaders who are working on elevating their leadership skills and presence can easily become discouraged and frustrated. Leadership often feels overwhelming and intimidating to newer leaders because they haven’t yet developed the mindsets and coping mechanisms that can buoy and serve them. The process of being a truly competent leader requires a heavy lift for early leaders and they benefit immensely from the emotional support and accountability that coaching provides.
Your emerging leaders are the primary talent pool from which you draw your senior leaders. High-impact development work done at this level in the organization pays dividends over a much longer period of time than similar investments in senior executives. When you set up your early leaders for success you inspire a chain reaction across all levels of your workforce. We do what we do because we want this win-win for the layers of talent inside your company.
Our Services
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When considering assessments, there are lots of great options, but it is important to choose the right tool for the specific need. Our leadership assessment services are a great fit for organizations who seek a trusted partner in offering their high-potential rising leaders perspective on how others in the organization experience their leadership for the purposes of accelerated awareness and leadership growth.
We are certified in a wide variety of 360 assessment tools. In addition, we perform custom verbal 360 assessments. We look to gain an understanding of your assessment goals and preferences so that we may provide expert guidance around which assessment tool(s) and approach will serve you best.
Once an assessment approach has been agreed upon, we work with our clients to position them to experience a smooth assessment process from start to finish. We offer guidance around pre-assessment communications, rater selection, process implementation, scheduling, results interpretation, and post-assessment action planning and support for the leader who has been assessed.
Self-assessments are equally powerful tools for leaders to explore the beliefs, mindsets, and values that are and are not serving them. We leverage a variety of these tools with our leader clients as part of their coaching work. Self-assessment mentally prepares them for the work they will do within coaching.
If your organization aims to create a culture of high performance, it’s critical to devise a plan for the work that must take place after a leader has been assessed.
We help clients maximize their assessment efforts through our post-assessment coaching. This ensures leaders who’ve been assessed are able to explore their results more deeply, clarify their development priorities, and get into action around the right goals quickly.
We approach leadership assessment with the highest level of confidentiality, integrity, and thoughtfulness to ensure it’s a successful endeavor for all involved.
Leadership Assessment
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Leadership Fuel™ is our signature group coaching program for emerging leaders. It’s a multi-month engagement designed to ensure a rich learning experience for each and every participant. Leaders within your organization can gain access to our Leadership Fuel™ program in one of two ways:
• Your organization can have us deliver this program to an internal cohort of your company’s emerging leaders.
• Your organization can nominate emerging leaders from within your company to participate in one of our scheduled open enrollment offerings.
Both program styles provide an extraordinarily rich learning experience for the participant. For intact company-sponsored cohorts we can customize our program to tie in to your company’s specific leadership competencies. In addition, companies may sponsor their participants participating in a leadership 360 assessment prior to the start of coaching to establish a baseline for how their leadership is perceived within the organization currently.
Space in our open enrollment Leadership Fuel™ program is limited - each cohort has no more than 8 participants. If program enrollment is currently open this information will be available on our homepage. Otherwise, if we are in-between sessions we encourage you to please get on our waitlist so that you can be the first to know about our next scheduled offering. We provide our waitlist a priority notification and registration window when we launch a new cohort. Join our waitlist today!
Group Coaching
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We work with you and your leader(s) to clarify the coaching outcomes they’re seeking. We then might recommend our Leadership Fuel group coaching program or a private 1:1 coaching engagement. Each leader and each situation are different and our goal is to always ensure we position your leader(s) for maximum success and provide them with the most meaningful coaching experience possible.
If a leader’s situation is best suited for 1:1 coaching, we offer a variety of coaching engagement options. Almost all of our coaching is now conducted virtually via Zoom or by phone. Together we’ll determine the most appropriate coaching engagement duration depending on the target outcomes and timeframe the leader is working towards. The length of the coaching engagement must be realistic to position the leader for success. Our most common engagements are:
• Three sessions, focused on development planning (available upon the completion of a leadership 360 assessment)
• Three months (foundation session followed by 6 bi-weekly coaching sessions)
• Six months (foundation session followed by 12 bi-weekly coaching sessions)
1:1 Coaching
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