Leadership skills such as vision, empowerment, service, inspiration and accountability make any employee better, stronger, and more valuable to an organization.
However, conflicts, unclear communication, and ambiguity about roles and responsibilities can derail any leader.
The truth is, there’s no need to change anything about a person to make them a better leader. Finding out what works best for the individual helps a true leader understand what will benefit both themselves and their teams, so they can foster an environment of open communication and turn conflict into collaboration.
And don’t think leadership coaching is just for individuals, either. Coaching helps teams and organizations discover their own resourcefulness, creating a ‘can do’ culture that nurtures potential.
Let’s work together to customize an experience that suits your company or individual needs.
As a newly minted leader, a millennial Customer Experience Manager for a global manufacturing company was struggling to identify her leadership style and presence. She had been a star employee and her business acumen had been rewarded with a promotion. However, she had minimal experience as a manager and no experience leading a team.
Lisa coached her using the “Head, Heart and Gut” leadership model. The focus of coaching was on developing the manager’s point of view, creating trust, and acting with integrity. As a result of coaching, the manager identified her preferred leadership style and was able to take a more effective approach when working within the organization.
Lisa coached a General Manager of a large national retail chain who was looking to take his next career step after spending his entire career with one company. Lisa used coaching techniques to help him identify his dream role and responsibilities. Then, the focus shifted to help him get clear on what he was prepared to accept to get the position he wanted.
Once this occurred, Lisa helped him create steps toward the goal of getting a senior management position for a national retail chain in a new city where he always dreamed of living.
A Director of Learning and Development for a global home furnishings company was trying to create a coaching culture in their organization but felt unsure of how to begin. Lisa encouraged him to take part in brainstorming sessions that generated new ideas, expanded on existing possibilities, and developed strategies toward his goal. Through coaching, the Director developed SMART goals around his idea of democratizing coaching, making it available at all levels of the organization.
Lisa coached him around creating strategies for buy-in and change management with the leadership team. As a result of this, his company now has a fully implemented coaching culture from the individual contributor to senior leadership levels.
Lisa coached a National Sales Manager of a global retail chain who had recently been promoted from her role as a store manager. While she had the experience necessary, the Manager’s lack of self-confidence obstructed her ability to be successful. Her highly directive leadership style was in conflict with her new team, all of whom were seasoned and experienced and worked from an intuitive, supportive team process.
Lisa coached her using a Conversational Intelligence™ model and worked on leading self and others with purpose and direction. Lisa helped her shift the focus from “I” to “We,” from what is best for her individually to what is best for the common good of the organization. As a result of coaching, the Manager increased her resilience and focus, and found a new drive and passion for her work.
Lisa has spent the last two years coaching many leaders through change for a multi-national home furnishings retailer, focusing on how they can approach change and lead through change. This helped create a positive environment for the leaders and their teams to work through major adjustments as the retailer prepared the organization to restructure so as to meet the modern retail-environment needs and improve customer experience at all touchpoints.