Services

I work with each individual and organizational client to design custom solutions that fit their desired outcomes and their unique leverage points. In designing solutions I draw from a wide inventory of proven processes, tools and principles designed to enhance and support optimal functioning and FutureSmart competencies.

Here is a snapshot of some of the ways I work with my clients to support them.

Contact me to discuss how one or more of these solutions can help you or your organization in functioning optimally.


For Individuals


Executive/Leadership Coaching

For experienced, successful leaders who want to deepen and strengthen their leadership capability in order to handle bigger, more complex challenges. The nature of the work is determined by the unique needs of each client, but typically includes a focus on one or more of the following:


  • Enhancing integrity and character as a foundation for leadership;

  • Developing the ability to manage better in uncertainty and ambiguity;

  • Functioning more effectively in the midst of complexity and competing demands;

  • Leading in a more collaborative way;

  • Becoming a champion for inspiration, creativity, innovation within the organization;

  • Maintaining well-being while significant personal resources are focused on important initiatives;

  • Developing new perspectives and clarity on how to handle challenging situations.

My contribution: creating a reflective space for personal exploration; facilitating action-inquiry; confidential sounding board and thinking partner; source of relevant new ideas and perspectives; creating learning maps; encourager, challenger and supporter.
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Coaching for New Leaders

For highly competent individual contributors (e.g., scientists, engineers) who are in the early stages of moving into a leadership role. Coaching for these clients focus on building capability and confidence to deal wit the demands of the new role. Typical focus areas include:


  • Acquiring the higher levels of interpersonal skills that are critical to effectiveness in the new role;

  • Focused, customized development of “management basics” (e.g., Managing for results; Motivating others; Developing direct reports; Building effective teams; Hiring and staffing);

  • Enhancing the capability to stay “on purpose” in the midst of greater complexity and more demands;

  • Understanding more clearly what the “real work” of the manager/leader role is;

  • Gaining insight into their own personal strengths, motivators and beliefs, and how these affect their functioning in their new role.

My contribution: co-designing learning maps; source of content, best practices, ideas and perspectives; facilitating action-reflection-learning process; teacher and mentor; encourager, challenger and supporter.
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Transition Coaching

For leaders and high achievers who have been successful so far in their careers, and have now reached a cross-roads where the next step is not clear. Transition coaching is helpful for individuals who:


  • Are asking themselves “Where do I go next? What do I want next?”

  • Are ready to go beyond “business as usual” and pursue a new challenge;

  • Want to satisfy the desire to express themselves as well as the desire to make a meaningful contribution;

  • Understand there are no perfect, final answers to the “what’s next” question, only a thoughtful intentional engagement with the next phase of life.

My contribution: creating a reflective space; designing maps for the exploration; provider of tools and processes to support the exploration; “connector of dots”; encourager, challenger and supporter.
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Personal Growth Coaching

For mature, highly intelligent individuals who are fully engaged with their own learning journey, and who are looking for a reflective space and a mature conversation partner as they engage with the next phase of the journey. Such clients are ready to:


  • Engage with deep questions about the meaning of their lives

  • Explore the implications of the interconnectedness of everything for themselves and their lives

  • Challenge themselves to live at a higher level of integrity

My contribution: creating a reflective space; being a conversation partner and fellow-explorer; facilitator of action-inquiry; source of ideas and perspectives, encourager, challenger and supporter.
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For Organizations


Coaching Approach to Leadership

For organizations that want to develop a leadership culture that is more collaborative, engages employees more fully, and is more effective at developing the future capability of employees. The proven Adler approach – which I’ve helped to develop – uses a blend of consulting, design, workshops, and coaching to support organizations in the following key areas:


  • Strategic positioning

    • Clarifying desired outcomes/measures for proposed leadership development initiative

    • Positioning the approach in the organization’s context – e.g., linking to performance management model,
      strategic objectives, leadership competencies, core values


  • Building leaders’ coaching capability

    • Assessing of current coaching practices

    • Training managers through innovative workshops in a comprehensive coaching approach and key coaching skills

    • Supporting managers in relating their coaching role to their other manager/leader roles


  • Implementation support

    • Providing follow up programs to ensure application (e.g., group tele-labs, individual coaching for senior leaders whose modeling is key to the success of the culture shift)

    • Custom-designed support tools


Training and certification of internal coaches to deliver the program is also available.

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Developing High Performance Teams

For teams who have important work to do and who truly do need to work together as a team to get their work accomplished. Through my association with 4-D Systems I offer organizational clients access to a fully integrated set of processes and tools designed to help teams find the optimal balance among technical expertise and social competence. 4-D Systems include:


  • A powerful framework of eight key contributors to team effectiveness;

  • Benchmarked team assessments that indicate leverage points for improvement of team effectiveness;

  • Individual assessment that indicate leverage points for improvement of individual effectiveness;

  • Workshops that enhance team and leadership effectiveness;

  • Follow-up coaching for individuals to turn 4-D knowledge and tools into consistent behavior change;

  • Follow-up assessment to monitor trends.



Contact me to discuss how one or more of these solutions can help you or your organization in functioning optimally.

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