Below are some typical questions that you may have about the process, the benefits and our mutual fit.
What kinds of clients and situations do you provide coaching to? I partner with talented leaders, executives, individuals in transition, and teams. Each person’s situation is unique.
How do you define and measure success in a coaching engagement? There are multiple ways my clients and their organizations measure success. For example, success may be defined through new patterns of behavior (e.g., better focus on what is most important and improved communication & listening) and the impacts to the organization, improved peer relationships, and greater influence in the organization.
What happens during a session? I customize each coaching engagement based on the goals of the individual I am working with. However, typically we meet (in-person, phone, or video conference) one to two times a month for 60-90 minutes each time. In addition, we may exchange emails and have 10-15-minute calls in between sessions.
What kinds of issues can coaches bring to our coaching sessions? In my coaching experience, many of the challenges that people face at work, they also confront in their personal lives. I welcome you bringing personal challenges to the table if this is important to you.
How do you work with stakeholders? In many cases, for the coaching process is to be successful, I want to engage with the “system” and your leader is part of this system. This may include getting 360-degree feedback, and the two of us engaging with your leader to ensure he or she is in agreement with the goals and focus of the coaching engagement. Often at the end of a coaching engagement, the two of us will sit down with your leader and you will give a recap of what you gained from our coaching engagement. In addition, I will ask your leader to share the changes he or she has seen as well. However, please note that what we talk about in our coaching sessions is confidential and will not be shared with anyone else.
What coaching credentials and academic background do you have? I hold a Master Certified Coach (MCC) through the International Coach Federation, the gold standard of coaching. In addition, I have the following certifications and training:
Master Certified Coach (MCC)
Co-Active Coach (CPCC). Coaches Training Institute
Marshall Goldsmith Coaching Certified
Team Coaching International Certified
Graduate of the Center for Right Relationship, Organizational Relationship
Systems Coaching
Advanced Corporate Coaching Certification with Coach U in progress
Certified Practitioner of the Myers Briggs Type Indicator
Additionally, I hold a Bachelors degree in Business Administration (Magna Cum Laude) and a Master Degree in Organizational Leadership (G.P.A. 4.0). Furthermore, I completed a graduate certificate (36 units) in Organizational Development.
What kind of results have others seen working with you?
Achieve what is most import. I have helped numerous clients become clearer about their dreams and goals and the steps needed to accomplish their goals. I am a powerful support system on their journeys. I have pointed out when they may be falling back into old patterns or when self-limiting beliefs may be holding them back. I also cheered them on when the going got tough. Most importantly, I helped them focus on what was most important professionally and personally in order to achieve their highest goals. This has led to promotions, career shifts, career satisfaction, better relationships, people starting successful businesses, and greater fulfillment.
Greater self-awareness. This sounds simple, but research has shown that most of us don’t see ourselves clearly, and this matters: accurate self-awareness is correlated with organizational effectiveness and profitability. Through self-awareness and change, leaders I’ve coached have received significant promotions.
Mindset shift. Marshall Goldsmith, a well-known executive coach, wrote a book called What Got You Here Won’t Get You There. I love this title because it’s true in so many situations I coach. We all have a set of responses that may serve us well as mid-level employees, but won’t serve us as senior leaders. For example, I coached a very intelligent senior director who led a global team of 30 people. However, this new leader was spending the majority of the day as the subject matter expert and doing the work because she hadn’t learned to bring the team together and ensure they were all working in sync toward the highest priority goals. I was able to help her see that her success now depended more on inspiring and directing the work of others. In addition to having a mindset shift, she gained new leadership skills.
What is your fee structure?
I customize each coaching engagement based on the needs of my client, so cost varies depending on the type and duration of the coaching engagement. Please contact me for a quote.
