Representative Coaching Engagements _____________________________________________________________________________ Among the many challenges for leaders in today's work environments is the task of directing cross-functional and virtual teams. Additionally, there has never been a time when four generations worked together at the same time, so dealing with generational differences can be equally challenging.
Add to that the mix of gender, race, ethnicity, and other differences in today's workforce and almost anyone can see potential difficulty, particularly for newly promoted leaders. Innovation Outcomes consultants provide developmental and rapid assimilation/"onboarding" coaching to clients in all sectors and industries.
Utilizing a variety of coaching models over the years, we've found it useful to employ a blend, as a way of building leadership competencies, managing and sustaining behavioral change, and fostering innovation. Please review the representative engagements below, to see the broad range of coaching services that we provide. _________________________________________________________________________________________
President & CEO - Coaching to Mitigate a Micromanagement Style ____________________________________________________________________________________________________________
Issue: Charged with launching a successful start-up that would provide a good return on the parent company's investment, a CEO client had to change a management style that was more appropriate for a mature organization.
Solution: The client was guided to experiment with different delegation, monitoring, and follow-up techniques. Result: After successfully employing new techniques and changing his style in accordance with the type of organization that he was now managing, the client was able to successfully retain key talent, achieve ambitious growth goals, and meet stakeholder needs. ____________________________________________________________________________________________________________
President & CEO - Skills Coaching and Rapid Assimilation ____________________________________________________________________________________________________________
Issue: A client needed to implement a reduction in force shortly after his promotion to CEO.
Solution: Development coaching and rapid assimilation methods were used to help him assemble a peer review board and implement a peer review process. The coach also helped the client construct a template and checklist that would minimize errors and subjectivity. Result: By providing the client with an objective and comprehensive way of approaching the problem, the coach indirectly empowering the client to meet the immediate challenge as well as future challenges requiring the same considerations. ____________________________________________________________________________________________________________
President & CEO - Coaching with a Focus on Communications ____________________________________________________________________________________________________________
Issue: To meet some significant organizational challenges, a CEO client needed to modify an introverted style and enhance group and one-on-one communication skills.
Solution: Skills development coaching helped this client enhance communication skills needed for a major culture transformation initiative and to effectively resolve conflict. Result: The client was able to enhance communication skills needed to successfully implement an organizational turnaround that required significant one-on-one and enterprise-wide and communications. ____________________________________________________________________________________________________________
Chief Operating Officer - Coaching for Rapid Assimilation ____________________________________________________________________________________________________________
Issue: Key priorities (both short-term and long-term), unstated expectations, and cultural considerations needed to be fully understand to ensure success.
Solution: Rapid assimilation/onboarding coaching that utilized a 360-degree feedback process with former co-workers and an interview-based 360-degree process with the new boss, peers, direct reports, and Chair of the Board. Result: The client was able to get feedback on first impressions (both positive and negative), build on strengths, and correct some initial miscommunications that resulted in a promotion to the CEO role two years later. ____________________________________________________________________________________________________________
Chief Operating Officer - Coaching in Team Dynamics and Group Facilitation ____________________________________________________________________________________________________________
Issue: A client whose capacity was limited by an incorrect self-perception needed to become aware of latent strengths and be encouraged to use them.
Solution: Developmental coaching was used to help the client understand team dynamics and group facilitation techniques and to work through an old stereotype of himself as an "old operations guy," rather than the strategic leader that he needed to be, to deal with current challenges. Result: After moving past the old stereotype of himself, the client employed what he had learned through coaching; utilized new skill sets to facilitate several strategic planning sessions; and guided the efforts of some significant change initiatives. ____________________________________________________________________________________________________________
Chief Financial Officer - Coaching to Mitigate a Self-Defeating Leadership Style ____________________________________________________________________________________________________________
Issue: A client with a dominant leadership style needed to become are of the need to involve others in problem solving and decision making.
Solution: Developmental coaching was used to help the client gain awareness of how this leadership style was hampering his overall effectiveness. Result: The client experimented with techniques to solicit feedback and encourage creative approaches and found that it resulted in greater buy-in and sponsorship of his peers and direct reports. ____________________________________________________________________________________________________________
Senior Vice President of Strategy and Planning - Coaching with a Focus on Time Management and Organizational Skills ____________________________________________________________________________________________________________
Issue: To be considered for promotion, and to improve functioning in his current role, a client needed to enhance communications and productivity through better organization and time management.
Solution: Skills development coaching was utilized to help the client see the ramifications of his disorganized style and to help develop new competencies. Result: Regularly-scheduled meetings with direct reports and formal methods of monitoring tasks enhanced of his own, and those of his team, allowed the client to become more productive, enhancing his capability and that of his team. ____________________________________________________________________________________________________________
Issue: Physician leaders needed to enhance their performance to successfully execute a major organizational change initiative, but they had poor role models and little confidence in their ability to effectively manage others.
Solution: Development coaching and 360-degree feedback was provided to physician leaders and emerging leaders. Result: After receiving objective feedback about their individual strengths and areas in need of development, physicians were highly motivated to leverage their strengths and employ new behaviors, with excellent results. ____________________________________________________________________________________________________________
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