Coaching: Develop Your Leaders

We help you develop two types of leaders:

Senior leaders facing critical challenges related to their ability to:

  • Strategically grow their organization to the next level;
  • Develop and communicate a clear organizational vision;
  • Lead and inspire others;
  • Make sound decisions;
  • Provide helpful feedback to others;
  • Resolve conflicts with others;
  • Negotiate successfully on behalf of themselves and the organization;
  • Manage their own time, energy and inboxes;
  • Manage, and delegate to, others; and
  • Hold team members accountable.

High-potential leaders: People who demonstrate great leadership potential early in their careers, and who are rewarded with the opportunity to be coached, much as great sports stars are coached throughout their careers to develop their leadership with even greater precision and velocity.

Our Leadership Coaching Philosophy

Our coaching philosophy mirrors our company philosophy. We take an organizational approach to coaching:

  1. We partner with a Coaching Sponsor. This could be the head of your Board of Directors, your CEO, or your Director of Talent Management or HR. We typically meet with Sponsors multiple times throughout a coaching engagement. Sponsors help us measure success against your Coaching Action Plan and provide feedback.
  2. Sponsors receive informal coaching from us. We work closely with Sponsors to discover what everyone involved can do break free of ineffective patterns and create new, more productive ones.
  3. We often coach multiple members of a senior team in parallel. This gives us a more nuanced understanding of team members’ perspectives on, and contributions to, the dynamics at play. As a result, we can more quickly help you shift unhealthy patterns of interaction and create lasting change.

We maintain a relentless focus on results. Our coaching cycle has three phases: Assess, Act, and Reflect. The purpose of this cycle is to significantly impact the Results you are capable of achieving.

Phase 1: Assess

“The journey of a thousand miles begins with a single step.” – Lao Tsu

We begin our leadership coaching engagements by building a trusting working relationship with you. First, we get to know one another. We answer your questions, address any hesitations, and build our working relationship. As part of this process, we take a snapshot of where you are today. We do this through “360-degree” interviews. We ask the people you work with—your peers, leaders, direct reports, and in some cases, clients or partners—about your strengths and your challenges. We then analyze the data, paying particular attention to what might represent a blind spot for you. We deliver an in-depth, highly customized “Feedback and Recommendations Report.” Next, we help you create your customized Coaching Action Plan: What 1-3 actions will  get you where you’d like to be over the next 6-12 months?

Phase 2: Act

“All of life is an experiment. The more experiments you make, the better.” – Ralph Waldo Emerson

Once we have determined your 1-3 action areas, we engage together in three concrete ways: We Teach, Model and Enable you to think differently and act differently to achieve the results you’re looking for. Through Teaching, you learn new frameworks and skills (from negotiation and feedback to organizational change). Through Modeling, you observe and experience the behaviors and results you’d like to achieve. We role-play your toughest conversations so that you can experiment in the real world with greater confidence and ease. Through Enabling, you conduct mini-experiments in safe environments. As our time together progresses, your experiments become bigger and have more at stake. But by then you’ve built up a reserve of experience, so you are set up for success.

Phase 3: Reflect

“If you change the way you look at things, the things you look at change. ” – Wayne Dyer

After you try something new, we reflect on what you did, what the outcome was, what worked well, and what you would do differently next time. We help you identify and integrate powerful learning from your experiment and translate your experience into tangible next steps. Reflection also happens formally at the end of every coaching engagement. We ask: Where was I when I began this work? Where am I today? What have I achieved? What more is there to accomplish?

Case Study: Resolving Conflict through Coaching

The problem: Shannon and Daphne were Type A, Harvard Business School graduates determined to make a difference in the world through their work at one of the world’s most prestigious non-governmental organizations. Their CEO sought out coaching for them to help grow their leadership capacity, and to address challenges they were having in their working relationship. Read more on the blog >

“I had the pleasure of working with Jen for almost a year in the midst of significant organizational changes and transitions at my company. Our initial sessions lasted 6 months, but I elected to extend the engagement because I found Jen’s input and guidance to be very valuable.

 Jen had a profound influence on the way I view myself as a leader – and what leadership really means and entails — and the types of work and activities about which I am most passionate. She has a knack for rewarding one’s strengths, while also very thoughtfully approaching and addressing weaknesses and potential areas for improvement. I appreciated her willingness to lead structured conversations and to raise important topics, as well as her flexibility to let sessions go wherever they might lead. She approached everything we discussed, regardless of the topic, with good humor, keen interest, and valuable insights.

 Jen provided guidance on how to navigate relationships with both supervisors and my large group of employees. Jen coached me to have the important and sometimes difficult conversations with members of my team. She also taught me to be more introspective and demanding of myself as a leader, not only for the benefit of my team, but for myself as well.

 During our work together, I was awarded EDC’s Leadership Award; I am certain this was due in no small part to the work I completed with Jen. I would highly recommend her and I have already asked Jen to coach other senior executives on my team. I look forward to the impact she will have with them, and as a result, on our team.”

– Jeffrey Nelson, Executive Vice President, Real Estate Transactions, New York City Economic Development Corporation

 “Jen is a brilliant leadership guide. She helped me focus on maximizing the impact of my natural strengths while at the same time being more aware of my “blind spots” to deliver more powerful messages and presence.  I have gotten a greater sense of connection, authenticity and power in my relationships with colleagues and clients.  In addition, it was such a pleasure working with Jen.  She is a truly trusted advisor and friend.  I recommend her to any senior leader looking to improve results while thoroughly enjoying the process.”

– Senior Vice President, Global Asset Management firm

“Jennifer has the unique combination of a lovely and caring personality and patient demeanor and a focus on driving results with her clients. She has the excellent practice of restating agreed-upon objectives and statements which enabled me to properly reflect on my current actions and how I might make improvements. I would recommend Jennifer to any colleague, friend or family member.”

– Alexandra Tyler, SVP, Head of Global Digital Rapid Innovative Experiences, Citi

“Jennifer is astute, focused and goal oriented. Drawing on her years of experience, she was able to quickly develop a strong understanding of my situation and worked with me to devise a strategy helpful to me in attaining my goals. I have every confidence in her and have already recommended her to others.”

– Conrad Benham, Principal Consultant, Stride Consulting