What We Do

Developing leadership capabilities takes work. Research into how leaders truly develop suggests that it involves a combination of pivotal development experiences and the insight that can be generated as a result. To us, coaching isn’t just about sitting in our office and reflecting, it is an integrated process that starts with the business requirements for success, identifies strengths to leverage and gaps to address, generates pivotal experiences that will truly facilitate development, and works in conjunction with the organizational system (i.e. the manager, key stakeholders, etc.) to generate insight and behavior change. 

Our Leadership EVOLUTION engagement involves partnering with a high potential or high professional leader to evolve a particular aspect of leadership. The focus may be on correcting a potential derailer or accelerating a strength. We follow a simple Awareness > Acceptance > Action model that guides the leader through a process of self-discovery, resulting in a more self-aware and effective leader.

This is a comprehensive engagement that involves diagnosis, discovery, action planning and can focus on next level achievement of goals or to address existing developmental needs. Six, (6), nine (9) or twelve (12) month engagements available.
 

The process includes interviews with key stakeholders, in depth biographically-based interview and the Emotional Intelligence Assessment (EQi-2.0). 360-degree feedback process is also available.

Hiring the right person does not always mean he/she will be successful. Entering into a new organization, a new market, or a new function is highly complex and filled with landmines.

There are 3 key barriers to successful onboarding:

1. Underestimating the time it takes. Onboarding is not a 3-month process
2. Failing to recognize the keys to success at each stage, and failing to effectively adjust strategies and focus over time.
3. Failing to recognize that success is multi-faceted.

Onboarding isn’t just about getting results. And it isn’t just about fitting in. It is about both of those things, and more.

We bring significant experience and insight into the entire onboarding process. Our Onboarding EVOLUTION program helps leaders make successful transition into new roles, paving the way for high performance leadership. Typical engagement 9-12 months.

Program Highlights:

• Dramatically improve candidates’ ability to (a) ramp up quickly; (b) be accepted by people and seen as credible; and (c) avoid being ‘rejected by the system’
• ·Create a structured onboarding plan that addresses key hurdles and landmines and creates alignment with the organization.

Whether a leadership role is open and you are looking at an internal candidate, or you are simply wondering whether someone is ‘promotable’ to a leadership role, the basic question you need to answer is: does this individual have the runway necessary to have increased scope?

The question of ‘runway’ or ‘potential’ is a difficult one. It’s easy to evaluate people on their past or current performance, but how will they perform in new situations, with new challenges, and increased scope of responsibilities?

Our Promotion EVOLUTION program uses scenario-based interviews and emotional intelligence profiling to help you answer the question of whether an individual has what it takes to succeed.

Program Highlights:

• Rich insight into the individual’s ability to get the job done based on leadership capability and personal character
• Focus is on leadership potential – not only the individual’s ability to perform now, but an insightful glimpse into future runway 
• How increased scope will affect candidate’s performance
• Results in promote – don’t promote recommendation

Emotional Intelligence Coaching (EIC) EVOLUTION is a shorter-term, lower-cost alternative to Leadership EVOLUTION that offers immediate feedback on emotional and social awareness and effectiveness. The engagement includes the EI assessment (EQi-2.0) and is applicable for all levels of leaders. 

Process:

1. Interviews with key stakeholders (leader, manager).
2. Complete Emotional Intelligence Assessment (EQi-2.0).
3. Debrief results.
4. Create Action Plan.
5. Provide ongoing feedback on action planning via two (2) subsequent coaching sessions.

Healthy team dynamics are an integral part of an organization’s success. Conversely, a dysfunctional team can create unwanted disruption, strategic missteps, and overall poor results. Just about every organization has teams, and these teams vary in their level of effectiveness. 

Our Team EVOLUTION program explores the fundamental issues regarding what makes the team work, and what might be preventing it from reaching peak performance.  This program is highly customizable (the action planning steps, in particular) and is usually developed in partnership with the client. 

The process includes in depth interviews with team leader and supervisors, administering our Team EVOLUTION Questionnaire, and creating a customized Action Plan.