TRAINING

Client:

CEO of full service financial advisory firm

Need:

Leader’s agenda coaching to support newly-appointed CEO

Results:

One way to think of developmental coaching for leaders is in terms of evolving the way we think, feel and make sense of the world. This development includes increased perspective-taking and systemic thinking that informs effective decision making.  This involves shifting from a reference-mindset (where one is guided by what others think, or notions of what one “should” do or be) to a self-authoring mindset (where one is able to see their own perspective more objectively and consider multiple perspectives) through to a systemic mindset (where one is able to hold multiple conflicting perspectives and create more options for handling situations).

This approach means that the coaching is not explicitly goal-focused, but rather is driven by what is going on for you at the time  - for example, leadership style, dilemmas, personal developmental agenda, and having a confidential discussion partner for leadership issues that you face.

The numbers are the result – turnaround.