Coaching

Facing any of these problems?

  • You’re leading an otherwise valuable team member, whose difficult behavior is getting in the way of your team’s success.
  • You want to improve without having to change who you are or compromising your values.
  • Team members are still stuck in an initial bad impression. Even though a team member’s bad behavior is improving, others don’t notice the difference.

If so, you’ve come to the right place.

The good news is that if they put in the work, people CAN change and improve their behavior over time. Moreover, it’s possible to knock others out of their first impressions so they notice and appreciate the change that’s happening.

Moreover, the approach for creating this change is proven and evidence-based. It’s called Stakeholder Centered Coaching®.

So how does Stakeholder Centered Coaching® Work?

1. Determine Goals

The coach collaborates with their client (+/- their client’s boss) to determine 1-2 key behavioral goals that would have the biggest possible benefit (eg. “provide more constructive feedback” or “improve emotional regulation when frustrated”).

2. Get Stakeholder Buy-In

The client shares these goals with their stakeholders – the individuals who would benefit most from the client’s success. The client asks these stakeholders to help them by providing feedback and suggestions for 10 minutes each month.

3. Create, Implement, and Adjust the Action Plan

Based on stakeholder suggestions, the client and coach determine key behaviors that will hep them achieve their goals (eg. “provide a suggestion instead of criticism” or “write down source of frustration instead of saying it out loud”). The client tracks these behaviors daily and weekly. The coach and client meet monthly to adjust the action plan as needed based on challenges and stakeholder feedback.

4. Create Accountability

Stakeholders complete mini-surveys at 6 and 12 months to assess the client’s progress. The coach does not get paid unless the client’s stakeholders note measurable improvement toward the client’s goal(s) at 12 months. The coach can withdraw from the coaching engagement at any time if the client is not following-through with their action plan, stakeholder check-ins, or monthly coaching meetings.

Why It Works:

Rather than focusing on all the things that went wrong in the past, this process focuses on the benefits of improvement going forward. It’s a positive, structured approach that clients can continue to use themselves once the year is up. It usually helps the client and their whole team see the power of personal growth. Plus, teams have nothing to lose by trying since they pay nothing if they don’t notice a difference.

Intrigued? Set up a call to learn more.

Coaching

Facing any of these problems?

  • You’ve been told you’re challenging to work with and want to improve without having to change who you are or compromise your values.
  • You’re leading an otherwise valuable team member, whose difficult behavior is getting in the way of your team’s success
  • You (or someone else) IS changing their behavior for the better but others can’t  see the difference. They’re stuck in a past impression.

You’ve come to the right place!

A zebra might not be able to change its stripes, but people CAN change and improve their behavior over time! Moreover, it’s possible to knock people out of their first impressions so they notice and appreciate the change that’s happening.

How? With a proven, evidence-based coaching method called Stakeholder Centered Coaching®.

How does Stakeholder Centered Coaching® Work?

  1. The coach collaborates with their client and client’s boss to determine 1-2 key behavioral goals that would have the biggest possible benefit.
  2. The client goes public with their goals to key stakeholders and enlists their help in providing monthly feedback and suggestions.
  3. Based on the stakeholder suggestions, the client and coach determine key behaviors necessary to achieve their goals, then they track those behaviors over time and tweak the plan as necessary.
  4. The coach doesn’t get paid unless the client’s stakeholder notice measurable improvements toward the client’s goals over 12 months.

Rather than focusing on all the things that went wrong in the past, this process focuses on the benefits of improvement for the whole team. It’s a positive, structured approach that clients can keep using once the year is up. It’s a low risk way to help people improve. Plus, it helps not only clients, but their whole team, see the power of personal growth.

Intrigued? Set up a short call to learn more.