Coaching Services

Leadership Coaching

 

  • Clarify your values, commitments, and priorities

  • Experience generative challenge regardless of your title or positional power (harder to come by in many organizations as you rise in status)

  • Appreciate and calibrate the impact your own wellbeing has on how you show up as a leader

  • Check your assumptions in a confidential space

  • Consider the impact of systems of oppression, privilege, and power within your organization

  • Add a system-level perspective to your toolbox

Professional development
coaching

  • Clarify the challenges and opportunities facing your staff member(s)

  • Support leveraging personal strengths

  • Develop individualized strategies for managing each staff member's area of challenge

  • Invest in your staff's growth in a way that's consistent with your company's or organization's values

  • Receive priceless feedback about the larger organizational system gleaned from coaching more than one member of your staff

1:1 Intensives
(one on one)

 

  • Custom designed for you to your specific learning and growth goals

  • Physical experiences to allow access to another level of learning

  • Previous examples have included activities like kayaking, rappelling, labyrinth walking, hiking, Aikido lessons, meditation.

  • Longer duration than a single coaching session allows you to steep in the process undistracted by the rest of activities

Team Coaching & Intensives

 

  • Clarify the agreements that drive your Team and avoid countless snafus

  • Embrace strategies designed to ensure effective, smooth communication

  • Identify hidden obstacles interfering with Team cohesion and performance, including impact of systems of oppression

  • Custom designed Intensives create a transformative shift in Team function

  • Address and confront the previously unacknowledged elephant in the room

 

The coaching engagement

 

The structure of the coaching engagement shifts when an organization is sponsoring the coaching versus when individuals seek coaching independently.

1. Set Scope: Evaluate Staff Needs and Context

In consultation before the engagement begins, we ensure that the purpose of the coaching is clear and appropriate. We also clarify the context of the coaching such as managing a challenging issue or supporting a high potential.

2. Launch Meeting: Create Shared Expectations

Every engagement begins with a conversation between the employee receiving coaching (“the coachee”), the stakeholder sponsoring the coaching for the organization (“the client”), and the coach.

In this meeting, we create shared expectations about the purpose, goals, duration, and boundaries of the coaching engagement. We also discuss metrics for success.

3. Coaching: The Work

The coachee and coach meet by phone or video. Every conversation is confidential which allows the employee to be candid about challenges. The coach and coachee co-create new approaches to the opportunities and hurdles your staff is navigating.

During the coaching, updates will be provided by the coach to the client but only in accordance with agreements created in the Launch Meeting. Any report out of content from the coaching sessions will come directly from the coachee.

4. Completion Meeting: Assess and Report

The coaching engagement concludes with a meeting with the coachee, client, and coach to assess the success of the engagement. We reflect on observed progress and next phase goals.

Feedback for the system (the larger workplace, workgroup, organization, or company) will also be reported at this meeting, if insights about the system have developed through the course of the engagement.

The Investment

 

Our consultation will determine the scope of the coaching engagement for your staff. The scope will determine the investment for the engagement.

For example, it can be useful for the coach to collect 360˚ feedback in some instances. Sometimes team or dyad coaching (pairs) can be an important part of the coaching engagement. All this will impact scoping and the cost of the coaching engagement.