360 Assessment

• Goal was to understand EVP’s strengths and development areas
• Interviewed an EVP’s direct reports, peers, bosses, internal and external clients
• Aggregated results of interviews and on-line assessment
• Utilized results to establish individual goals to drive the coaching engagement

Strategic Planning

• Assisted a leadership team to clarify strategic plan
• Identified key components of a mission statement
• Facilitated an offsite to initiate the strategy and write plan
• Maximized buy-in of executives as they jointly generated goals
• Clarified role and responsibilities

Transition with New Team

• Worked with newly promoted SVP who inherited a newly reorganized team
• Increased SVP’s ability to solidify team that was unfamiliar to each other and to the SVP
• Assisted with restructuring, including overlaps of functions, sub-par employees and superstars
• Improved delegating, mentoring and integrating direct reports

Presentation Skills

• Coached a Chief Marketing Officer to improve his ability to engage with an audience
• Decreasing his anxiety and learned new standards of preparedness
• Addressed commonalities and differences in dynamic informal or formal presentations
• Utilized videotape and highly personalized feedback to improve skills
• Helped CMO enhance leadership effectiveness at organization and get new business

Challenging Work Style

• Improved ability of a talented, but abrasive and dismissive executive to manage team
• Modified attitude and behaviors from condescending to supportive
• Increased awareness of his impact upon others
• Developed new skills to motivate team and increase productivity

Organizational Alignment

• Coached a principal to review goals and priorities within organization
• Helped leader explore the degree of personal alignment with firm
• Facilitated insights and an understanding of the culture
• Created personal and professional changes to increase productivity

Management Training

• Conducted needs assessment for entire firm
• Developed buy-in and roll-out process for firm-wide program
• Trained all senior associates and partners
• Topics: Presentation Skills, Feedback, Diversity, Effective Meetings, Time Management & Negotiation
• End goals were to enhance individual productivity and leadership effectiveness

Building a Team & Delegation

• Coached Editor-in-Chief (EIC) of a national magazine to build an effective team
• Resolved conflict related to diversity issues
• Reviewed changing priorities and modified how she spent her time
• Moved from editing and layout to leading staff and creating on-line strategy
• Increased ad sales and circulation

Client Interactions & Business Development

• Helped senior associate gain self-confidence to be proactive with existing clients
• Enhance working relationships and work itself
• Expand business development efforts in order to obtain new work for firm

Transition from ‘Executor’ to ‘Leader’

• Coached a newly promoted partner to modify work activities
• Moved from tactical to strategic functioning
• Changed from managing the work to managing, mentoring and leading others

Executive Presence

• Coached SVP to literally and figuratively move to the front of the room
• Identified ways to get included in higher level meetings
• Explored to modify attitude to be commensurate with leadership level
• Modified non-verbal communication including body language, appearance and vocal qualities
• Improved clarity and tone of verbal communications including driving meetings and strategies

Communication Skills

• Worked with senior associate whose communication style was verbose and unorganized
• Coached him to streamline verbal and written communication
• Addressed email writing and interactions with diverse people
• Improved ability to give and receive feedback, including having difficult conversations

Reducing Staff Turnover & Client Churn

• Worked with president of professional services firm to assess organization
• Determined causes of turnover and churn
• Changed organizational structure and management requirements
• Established client service model and delivery standards that decreased client churn
• Modified roles and responsibilities to increase morale and productivity

Women’s Leadership

• Worked with top 10 female leaders of organization to identify leadership needs
• Made recommendations to CEO and COO on ways to retain and develop a diverse workforce
• Consulted with CEO and COO to develop innovative programs
• Attracted and retained new talent based on changes in culture and practices

Organizational Redesign

• Conducted a needs assessment of division of large professional services company
• Helped EVP move from away from centralized structure based on service area
• Changed to decentralized structure based on location
• Maximized buy-in with methodical change management process
• Conducted management training around matrix functioning