Why do you and your team need a coach?
A team can not perform at its best unless each of its members is in the right mindset. Every team member is unique, and so are their problems. I do not offer a one-size-fits-all program. Instead, I work with each person on the team to assist them in their own personal journey. To meet the specific needs they have. Your team will benefit from the work each member does on their own - to get them into a high performance mindset. Not to mention, you don’t have time to give each team member the undivided attention they may need - I do.
Did you know?
INCREASE IN INDIVIDUAL PERFORMANCE
INCREASE IN TEAM
Enhanced work performance
INCREASE IN ORGANIZATIONAL PERFORMANCE
Increase in revenue
Increase in employee retention
Customers as advocates
In Good Company
Surveys indicate that most of the biggest companies now use coaches. What their executives most often talk about in these sessions isn’t their business strategy, but themselves.
In a survey of coaches employed by Korn Ferry, an executive search and advisory firm, “self awareness” was the No. 1 topic the coaches worked on with CEOs. The second most popular? ”Interpersonal relationships, listening skills and empathy.”
Jeff Bezos uses a CEO coach. Google’s Larry Page uses a CEO coach. Even Steve Jobs used a coach. Studies prove there’s a relationship between high performance and coaching.
Why is getting coaching from outside the company important?
"Blind spots are less obvious when things are going well. It is very easy for executives to become almost strictly inward looking, especially when they have been very successful. But these blind spots can become devastating when performance moves in the other direction. A good, neutral third party assessment is a clear reality check for executives.
Additionally, every single person inside the company has an agenda of some sort. This makes the coaching environment a rare and safe place to think through various topics against the framework of what is in the CEO’s best interest. The coach is only concerned with the CEO’s wild success as the leader of the company."