I help leaders see their creativity clearly.
Creative change needs a catalyst and most people need a sounding board to help pull that out of them. Here are some frequently asked questions about the coaching process.
Q: WHAT MAKES CREATIVITY SUCH AN IMPORTANT SKILL FOR LEADERS?
A: Creativity informs our ability to put novel solutions together during times of crisis, and to operate our best while letting other members of our team do the same, leading to better delegation and a safer, healthier team experience. Recent studies by psychologists, major corporations, and federal organizations show that managers who are more creative are more highly functioning in their ability to lead and their ability to support a team, and that teams with safe psychology create better ROI for the companies they work for.
Q: WHY DO I NEED A COACH TO HELP WITH THAT?
A: Most leaders haven’t had the opportunity to nurture their creativity personally or professionally. Often, it’s a skill that’s buried deep beneath layers of judgement and societal pressure and it’s harder to uncover and recover than most skills.
Without practice using creativity, a majority of our modern leadership struggles with the idea of applying innovation to practical use and leveraging innate creativity as the driver for positive, healthy organizational and personal change.
Q: WHAT KIND OF OUTCOMES SHOULD I EXPECT AFTER I HAVE BEEN THROUGH COACHING?
A: After someone goes through a coaching program they start to uncover truths about their innate nature – behaviorally, cognitively, motivationally, and creatively. With this new information they can exercise practical emotional intelligence in their relationships with others and can be better advocates for themselves, explaining to others how they work and what they need.
It takes some time to move people from rusty to ready, but once they learn these skills they can be practiced on everything from personal leadership to cascading mentorship on teams. Departmental and organizational strategic approaches will naturally shift with the sea-change for individual leaders and team members.
Q: HOW IS COACHING DIFFERENT FROM THERAPY?
A: Coaching isn’t therapy and it doesn’t take the place of therapy. The thing that coaching has in common with therapy is that it is a focused time and space to work on yourself, your thinking, your listening, and your pursuit of new thinking and a healthier way of processing.
If I ever believe you need help from a clinical therapist, I will make a referral and make sure you get the additional support you need.
Q: WILL MY COMPANY SUPPORT COACHING? HOW WILL IT BENEFIT ME AT WORK IF I HAVE TO PAY FOR IT MYSELF?
A: Often, organizations will make an investment in leaders with high potential, or in leaders who need to fill a leadership role above what they are prepared for. In many cases, an organization will see the technical potential in a leader and understand they need help with soft skills, development, and management techniques.
If you end up deciding to invest in coaching yourself, I offer some “micro” programs to give you a taste without a huge financial investment. Most are 4 sessions long, or are a series of sessions offered in a small peer group. In addition to these methods, I offer coaching engagements of 12-18 months for fundamental behavioral change.
EXECUTIVE COACHING with tangible results.
The skills today’s leader needs are different from any other time in history. I coach leaders at all levels – from C-Suite executives to emerging high potential talent.
Fear disappears with ESSENTIAL SKILLS FOR 2020.
I provide leaders a two-pronged approach leadership strategy – knowing themselves and and knowing others.
Own the story and earn trust with superior EXECUTIVE PRESENCE.
I boil down critical aspects of executive presence, creative confidence, and advanced personal leadership, preparing leaders to rapidly navigate change.
Lasting INFLUENCE, no role required.
I help leaders positively influence people with masterful skill when they are lacking direct authority.