HELPING PROFESSIONALS REALIZE THEIR
full potential as leaders.
At some point in our careers, most of us have worked with a leader who changed our lives. A leader who pushed us, understood us, inspired us! A leader who we observed and thought, “When I get to that level in my career, I want to lead like that.”
Through 1:1 coaching, we help you become the leader you want to be. Our coaching process is about finding new ways of being and acting that are aligned with who you are – not about incorporating a set of standard leadership behaviors that don’t fit you. At the end of the coaching process, you will have new skills, a slightly altered perspective, and a revived enthusiasm for your work. Our goal is for you to feel prepared to take on whatever leadership challenge comes next.
Our most highly sought service is executive coaching. Through six sessions of coaching, experimentation, and evaluation, we identify and prioritize goals, develop a plan for achieving them, and solve any problems or challenges that emerge along the way. In addition to goal-directed work, learning occurs as we work through real-time, on-the-job challenges that emerge during the coaching engagement. And throughout our time together, we take advantage of opportunities to build self-awareness as well as interpersonal and leadership skills.
Spot Coaching is for individuals who seek support around one particular issue. The format allows us to go straight to the heart of the issue and come up with an action plan . . . all within 30 to 60 minutes. This service is one of the most cost-effective ways for an individual to improve their performance or for an organization to offer coaching to multiple employees.
I depend on Lisa for steady, candid guidance that always moves our team forward in a positive and principled manner. I recommend her services to you without reservation.
-Libby Lassiter, President, Bayer Properties
EXECUTIVE COACHING PHASES
Our most highly sought individual coaching service is executive coaching. Our typical
engagement includes the following phases:
1. Kickoff Session
This session offers us the opportunity to get to know each other. Topics at this session are likely to include your work history, what leads you to seek coaching, the goals you want to achieve and any questions you have.
The purpose of the assessment phase is to identify strengths and developmental needs. At the end of the assessment phase, we will understand your strengths, gaps in your knowledge and skills, thought patterns, behaviors that are holding you back, and the system in which you work. This step may include verbal interviews with direct reports, peers, managers, and others in your work environment.
3. Identify Coaching Goals
4. Define Success
5. Design and Implement an Action Plan
6. Measure Impact
Dr. McDonald’s background as a clinical psychologist, coupled with her in-depth knowledge of professional development trends, gives her a unique ability to truly coach the “whole” person. She offers great insights into personal and professional challenges while building a positive vision of the future.
-Maye Head Frei, Chairman, Ram Tool Construction Supply Company
F.A.Q.s FOR EXECUTIVE COACHING
How do I find the right executive coach?
Coaching is first and foremost a trusting, supportive partnership between coach and client. We encourage potential clients to interview more than one coach before committing to a relationship; you will be spending a lot of time talking about important (and often confidential) issues with this person. Choose a coach with a proven track record whose process is sound, but also take time to ensure you feel comfortable and at ease when interacting with him/her.
How will we work together?
The purpose of coaching is to help a client become more effective, productive, and fulfilled. Coaching may take place through face-to-face, virtual, or telephone sessions over a specified time span. No two coaching processes look exactly the same because every client is unique; our job is to meet each client “where he or she is.”
When should a leader consider hiring an executive coach?
Coaching may be appropriate if you or one of your leaders/emerging leaders has the potential to be more effective, was recently promoted (or will be promoted soon) to a more demanding position or is struggling to address a performance problem.
How many sessions is a typical executive coaching contract?
SPOT COACHING STEPS
Spot Coaching is for individuals who seek support around one particular issue. The format allows us to go straight to the heart of the issue and come up with an action plan . . . all within 30 to 60 minutes. A spot coaching session follows the steps below:
1. Brief review of relevant details and background
2. Exploration of topic or challenge on which participant wishes to focus
3. Discussion of possible next steps or a recommended shift in perspective
4. Development of an action plan
Through the spot coaching experience, our employees received the gifts of an objective sounding board, professional insights, and actionable takeaways.
-Tommi Paris, Director of Diversity & Inclusion, Southern Company Gas
F.A.Q.s FOR SPOT COACHING
For whom is spot coaching a good fit?
Our spot coaching clients have included:
- Organizations that want to provide coaching to multiple employees over a short time period.
- Individuals who seek support in a focused area.
- Past coaching clients who need a quick refresher, are starting a new position, or need help to tackle a new challenge.
What predicts success in spot coaching?
- The participant needs to seek focused assistance with one specific challenge or development opportunity.
- The participant is willing to share openly with a coach who s/he does not yet know well.
- The participant is motivated to pursue a plan of action independently.
When is spot coaching unlikely to be effective?
- The participant seeks long term coaching and hopes to use spot coaching as a substitute.
- The participant seeks assistance with a significant career barrier with which s/he has been struggling for an extended period of time, despite previous efforts to address it.
- The participant’s manager wants the participant to address a development need that the participant does not view as legitimate or is not committed to addressing.
In any of these scenarios, an executive coaching package is likely to be a better fit.
Join our Facebook community
Get insider tips, stay connected, and network with fellow leaders inside our Facebook community.
2100-B SOUTHBRIDGE PARKWAY,
SUITE 490, BIRMINGHAM, AL 35209