FOR COMPANIES & ORGANIZATIONS
There’s a direct correlation between your company’s human capital and bottom-line revenue, but you chase high-value talent away when you pursue only earnings.
I can help you attract, grow, and retain the talent you need for success.
I am a highly accomplished coach, consultant, author, and speaker, specializing in:
With an uncannily accurate ability to see the potential in people, companies, and organizations, I see both who they are and can become. I have also mastered the skills to help them examine current state and move more easily into their more desirable future state.
Consulting Services
Talent & Career Development
Viewing human capital as a key business asset, I create customized development programs for all organizational levels. Program menu deliverables can include materials development, communications, leader communicators coaching, and on-site train-the-trainer sessions. Representative topics include career development and career management, effective interviewing, onboarding and orientation program design, employee engagement and retention, offboarding, and coaching. (See the next section for coaching descriptions.)
Experiential Training Design
Using a reverse-learning methodology to post standard subject content on either an internal site or published on YouTube by internal resources, I first prepare PowerPoint decks and/or scripts. Classroom training that follows is structured as entirely experiential, utilizing case studies, role play, and business outcome simulations.
Cultural Transformation
Creating a customized process offering targeted data collection, trend analysis, and recommendations is key. Choose full-process engagement or select program options, including developing process infrastructure, executive messaging and leader communications (written, videos, and audio-downloads), leadership and employee training (train-the-trainer), success measures, and reporting. Working with an internal team, I develop materials and lead the process.
Change Management
Coordinating the efforts of an internal team, I facilitate program rollout. Elements are similar to cultural transformation but can be more localized or targeted to introduce a specific product or program.
Communications
Viewing communications as both an information channel and the glue holding work communities together, written communications include announcements, presentations, speeches, talking points, and articles. I also write the text for videos and audio files.
If you still believe in the dangers of a flat earth, you’re probably not yet ready to live on the leading-edge.
Breakthrough Coaching Services
Customized Process
1. Initial meeting with manager of individual to be coached to determine:
​
-
Coaching purpose
-
Outcomes
-
Frequency
-
Duration
-
Progress reports (to degree supported by individual coached)
2. Extension of coaching engagement
​
-
Requested by individual coached to manager
-
If approved, meeting with the manager to discuss progress, outcomes, frequency, and duration
3. Interim meetings with manager, as needed
Representative Coaching Themes
Coaching is always customized to the organization and the individual coached. The following themes present just a sampling of potential types of coaching.
Improving Leadership Effectiveness
Leaders who have been in their role for a while may not have adapted to the needs of a quickly changing economy, society, and employee population. This coaching can help.
High Potentials
High-potential employees also have high expectations of recognition, development, and advancement, and coaching is an important part of this mix. Coaching will balance how to prepare high potentials to advance within the organization without their viewing coaching as an opportunity to move their enhanced skills to another company.
Improving Leadership Effectiveness
Leaders who have been in their role for a while may not have adapted to the needs of a quickly changing economy, society, and employee population. This coaching can help.
Managing Difficult Employees
Good managers are often not skilled in problem resolution and need help structuring corrective conversations with a difficult employee. This coaching is a process of structuring initial conversations, discussing how they went, and preparing for employee follow-up.
Preparing for Promotion: High Potentials
High-potential employees also have high expectations of recognition, development, and advancement, and coaching is an important part of this mix. Coaching will balance how to prepare high potentials to advance within the organization without their viewing coaching as an opportunity to move their enhanced skills to another company.
Coaching for a New Executive
Often managers or even individual contributors who have done a great job are promoted into an executive position without understanding the role, believing it is natural progression to “super-manager.” A change of perspective is needed and skills adapted to enable a broader, more strategic whole-company view.
Becoming an Employee Coach, Mentor, or Sponsor
Younger employees do not want a boss but a coach, and loyalty is often given to their manager/coach and not to the company. Managers must become good coach if talent is to be retained and turnover reduced. For more seasoned leaders, understanding how to become effective mentors and sponsors will make their jobs more satisfying while developing and retaining high-value talent.
Pricing
​
-
No Charge for initial 60-minute consultation
-
Consulting and coaching work is negotiated according to complexity and duration
Note: coaching is a relationship built on trust and is successful only if an individual is willing to engage in coaching and do the required work. Coached learners should always have a choice of coaches and not have one imposed. Coaching is not a substitute for therapy or professional counseling, and coaching will be suspended if emotional or psychological issues emerge that must be addressed differently.
For engagement effectiveness and success, your company’s readiness for this work and my cultural fit must be weighed.
