Your organization’s success starts with you connecting with customer expectations and then in turn aligning processes and staff values with their expectations. My coaching provides the guidance to help you to achieve those results.

When you are busy with your day-to-day fires and routine, it is hard to step back and focus on what will help move your organization forward.  Trust me to be your partner to think through this strategic process, as well as, be a safe and confidential port for a frank conversation on issues you are facing.

You may seek personal and confidential help getting started, specific guidance for one person in your organization, follow-on coaching for a group, or ongoing support as part of a larger development services change management or improvement initiative.  A tailored coaching process provides support to whatever objective you are trying to accomplish.

In general, an executive coaching strategy with you would include the following steps:

Step 1: Organization’s Challenges

Understand your organization’s challenges during a confidential session to discuss your current development services system issues, staffing challenges and political pressures.  This is an important step in building a an “intelligence” partnership between you and me.

Step 2: Action Plan

Create an Action Plan Together with specific strategies to address and close the gaps in your organization’s challenges.  This step focuses on determining scope of actions needed, priorities, and sequence of events. We would also lay out the types and frequencies of interactions and support you may need.  

Step 3: Take Action

Take action by implementing your personal action plan step-by-step.  I will help you with strategies for  communications with elected officials, staff and customers; establishing a change management structure and staff teams; and creating ways to measure results.  If desired, this step can be tied with a larger, more comprehensive improvement effort.

Step 4: Accountability for Results

Keep everyone accountable for results by learning how to empower staff, handle setbacks,  and how to hold change agents accountable for their assigned responsibilities. This step often involves regular emails, phone conversations or face-to-face time to help you work through ongoing challenges with change.