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 Coaching Scenarios:
Whether your goal is to sharpen leadership skills, correct
behavioral problems, increase the success rate for new managers, or improve teamwork, we can help. We:
 Help senior managers, teams, and individuals set aspirational goals—both personal and organizational
Help them achieve their goals—and accelerate that
achievement
Provide the support, structure, and tools needed for success
Your organization has a major initiative—a large-scale process
improvement, or a transformation in how you do business, or a merger—one that involves extensive change. Your initiative is like a train.
You want to get it started on the right track. Or it's fallen off the track and you need to get it back on. Most important, you don't want to call in an
army of consultants to get the job done. You want your people to own the results—which means they have do the work. But you're not quite sure
your people are up to the task. You need one-on-one coaching to ensure that the initiative has effective management support. Then you need help to
guide and coach your staff so they will get the job done.
Most change projects are "challenged." Only one third are completed on time and within budget—44% are over time, over budget, or end up
significantly downsized—and the rest are simply canceled. More often than not, major change initiatives face troubled lives. If a sports team had
the record of such an initiative, it would be far from a world championship—it wouldn't even have a winning season! In such cases, we
provide "Project Oversight"—which involves asking hard questions and surfacing problems, finding solutions to such problems before they become
crises, and actively helping people in an organization develop the insights, skills, and controls needed to avoid or overcome such problems in the future.
You have come up against a difficult business problem—possibly one
your organization has never before faced, or one where your managers cannot arrive at a consensus on what action should be taken. In such
situations, a third-party perspective can provide tremendous value in helping you and/or your team analyze the problem and develop a credible and actionable solution.
As managers develop, each becomes a particular kind of leader. But as
they move up through the ranks, they can find themselves in uncharted waters. The skills that brought them to their new positions may be
necessary, but not sufficient. They may feel threatened, and they may no longer seem to be the shining stars they once were. On the other hand,
they have been important assets for years, and you really don't want to lose them to your competitors. (And just maybe, "they" are "you.") They
need guidance and coaching to ensure that they continue to develop their skills and excel on the job.
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