Companies grow best when leaders are able to speak candidly.
When leaders state their intentions to others, give direct, respectful feedback to their peers and subordinates, and commit to completing projects, the company achieves and often exceeds its goals.
A strong "bias for action" is crucial to achieving results.
Leaders must act fast. The pace of technology, the moves of competitors, and the influence of regulators all require us to take the initiative. Investors have limited patience. More importantly, on a personal level the average lifespan only includes 4,000 weeks. We have a unique and special opportunity to get the most out of our lives.
Most people are far more capable than they think, and high-trust relationships are the only way to fulfill their potential.
Something magical happens when people involve trusted friends, colleagues, and leaders in their challenges, opportunities, and hopes. Leaders have a duty to others: to establish trust and a sense of belonging. Leaders have a duty to themselves: to establish relationships where they can share their own challenges and goals, seek input, and invite feedback.
How I Help
Executive Coaching
Every company's leadership team can achieve value that their customers can't even conceive of. They simply need to know how to implement the structure to do it. Here’s what I do to help:
Build a culture of accountability and trust through a company-wide performance management framework and coaching.
Facilitate strategic planning.
Develop team trust and awareness through profiles such as the DISC and Enneagram, along with 360 assessments.
1:1 Executive Coaching Programs to help leaders move to the next level of impact in their careers.
Consulting
When leadership teams need to solve specific problems, I lead consulting projects to solve the problem. Examples include
Operational turnarounds. When a team needs to redefine how it executes, I define the goals, clarify core processes, and develop the team to achieve what needs to be done.
Organizational design and re-organizations. The pace of growth frequently call into question the organizational structure the company uses to execute its business. I assess and change the project.
Performance Management Processes. I develop and implement frameworks to measure and communicate individual performance across the organization.