When it comes time to change, build or enhance habits, there is nothing more helpful than an accountability partner. That’s one of the key roles of a coach. And while coaching is generally an effective way to ensure people make and stay on course to accomplish their goals, my specific focus with managers is to help them implement the right tools specific to their environment. This can include any or all of the following:
- A team scorecard and tracking system for goals and objectives
- Strategies for how to build an engaged team inside an organization with a sub-optimal culture
- Techniques for dealing with the pressure of being sandwiched between your boss and your staff
- How to be a better coach for your employees
- Cultivate a high-trust environment that includes active, informal feedback
- Developing confidence in managing conflict
- How to sell your boss and peers on how to implement broader change, outside of just your team
- Providing managers a safe space to vent, build plans, and come up with strategies to help manage daily frustrations in a confidential setting
- How do I decide when it’s time to give up and move on?
Like many corporate leaders-turned-coach, I became a coach because I saw the value that coaching brought to my life, and then (as an extension) to my ability to lead my teams. So, yes, I am a strong evangelist for the value of having someone in my corner. I love fulfilling that role for others. When you find a coach who is a good fit for you, there is little that is better — for your career, for yourself, and for life.
I coach individuals, pairs (boss/employee, business partners, peers, etc.), and teams. If you’d like to discuss potential ways I can help you or your larger organization, please schedule a free consultation session with me below.