Executive Coaching

support

Women Working Together: Support or Sabotage?

By

PURPOSE:

This workshop is designed for leaders in organizations who want to maximize the productivity of the women in their organizations. While many women (both leaders and team members) use collaboration and participative behaviors to create high performing teams, Kari Uman presents new research that shines a light on some of the unspoken and unacknowledged ways that women can sabotage each other by using passive-aggressive behaviors, covert competition, and power grabs. These behaviors are destructive to other women, their teams and their organizations and may be one of the reasons why women in the pipeline for leadership positions are leaving their organizations. Workshop participants will have an opportunity to explore their role in shaping their workforce and what they can do as models, mentors and leaders in establishing norms, holding people accountable for destructive behavior and developing an environment conducive to maximizing everyone’s performance and productivity.

OBJECTIVES:

This workshop is designed to:

  • identify the ways women in organizations support and/or sabotage each other,
  • make recommendations for how to maximize constructive behavior among women; and
  • provide participants the opportunity to develop action plans that they can implement in their roles as leaders in organizations to increase support and ameliorate sabotage.

METHODOLOGY:

Participants will assess their own behaviors, engage in large and small group discussions and develop action plans.

FACILITATOR:

Kari Uman, Senior Associate of Executive Coaching & Consulting Associates, is an expert on the dynamics between women who work together. She has had over 30 years of experience helping women identify and change behaviors that are sabotaging their best efforts and learn new ones to ensure their success.

LENGTH:

Two-hours or half-day format.

The Strategic Team Alignment Program

By Leave a Comment

PURPOSE:

This workshop is designed to develop a high-performance leadership team which is the spearhead of an organization. The workshop provides the knowledge, structure, tools, and processes necessary for such a team to provide exceptional leadership and build the collaborative skills necessary to create and sustain a world-class operation.

OBJECTIVES:

This workshop is designed to:

  • Gain understanding of and ability to manage the high-performance team process
  • Increase their focus on results
  • Receive powerful, 360 degree feedback on their leadership effectiveness, style, and skill
  • Increase their mutual trust, support, and interdependence
  • Gain clarity on purpose, values, vision, goals, priorities, and expectations
  • Clarify and develop agreement on their roles and responsibilities
  • Increase skill in communication, collaboration, giving feedback, management of differences, and managing performance
  • Improve problem solving and decision making
  • Increase cross-functional performance and decrease the effect of “silos”
  • Increase their ability to provide customer satisfaction
  • Increase their individual ability to self-manage
  • Increase accountability
  • Increase their ability to model and promote teamwork throughout the organization

METHODOLOGY:

The workshop is conducted in three stages: Foundations, Skill Building, and Sustainability. A variety of learning techniques are employed, based on recent discoveries in brain-based, adult learning, to maximize the participants’ internalization and application of the program’s content. Among the techniques used are experiential activities; creative, multi-modal processes; feedback; and self-directed learning.

FACILITATOR:

David Lassiter is the director and founder of Leadership Advantage, a coaching and consulting firm dedicated to helping executives, teams, and organizations achieve their objectives. David has over 20 years’ experience as an executive coach and designer and developer of executive, team, and organizational development programs for profit, not-for-profit, and government organizations. He is a pioneer in the use of 360 degree assessment for leadership development and the innovator of the Strategic Team Alignment process for maximizing team members’ growth, development, and performance.

LENGTH:

The workshop is comprised of three (3) workshops, of 2-3 days each, taken 30-45 days apart. Learning is embedded through applied work assignments between workshop sessions, 360 degree feedback face-to-face and through written reports.

Transition Support

By

Transitions are opportunities for great strides forward but also pose significant dangers. Transitions can include a new management team taking over an organization or division, or an existing management team dramatically refocusing and restructuring its operation. Having a skilled, loyal transition team to support you while you are forming or rebuilding your permanent team can make a critical difference to the success of the endeavor.

Our services are tailored to fit the client’s needs. The services can include a combination of any of the following:

  • Identification of critical issues to manage
  • Evaluation of resources with which to manage issues
  • Identification of organization culture and strengths
  • Determination of approaches to minimize resistance to change
  • Leadership support while team being tested and assembled
  • Identification of critical human resource needs
  • Evaluation of adequacy of tactical responses to current or impending crises
  • Mission reevaluation
  • Business idea rejuvenation/reinvention
  • Key process mapping and reengineering
  • Organization cultural change interventions
  • Organizational restructuring
  • Transformational project support
  • Organization moves or workplace redesign

Case History: Job Promotion, Support Staff to Manager

By

ISSUE:

A senior executive had recently promoted a staff member who had demonstrated excellent abilities in assuming leadership responsibilities during several difficult information technology restructuring efforts. However, she believed that the staff member lacked certain key attributes that would help him to succeed as a manager. She believed that his authority would be challenged and that his presentation style would undermine his efforts.

INDUSTRY:

Global Consulting Organization

SIZE:

Regional Division

CLIENT:

Newly Promoted Manager

SOLUTION:

Candid dialogue between the senior manager and the coach revealed that although the staff person’s technical background served him well, he would benefit greatly from strenghtening his interpersonal and presentation skills and developing an effective management style. The coach and the client focused their efforts in three skills categories: communication, internal/external client relations, and presence/presentation. They identified desired outcomes in each category. The coach used live-action coaching, videotaping, situational role play, wardrobe counseling, shopping trips, dining workshops, reading material, and customized as-needed seminars to introduce, model, stamp, and reinforce desirable behavioral changes. Throughout the process, outcomes were measured by the client’s self-evaluation, scheduled feedback sessions involving the senior manager, peers, as well as the coach’s ongoing evaluation.

RESULTS:

More rewarding than the senior manager’s satisfaction with the results is the client’s increased self-confidence and pride. He speaks with greater authority, better articulates his thoughts, recommendations, and action plans. He now dresses appropriately and apparently enjoys knowing inside secrets about selecting the best styles for his body type. Although our initial plans did not include work efficiency coaching, the client requested and received training to improve his productivity. Feedback from his senior manager more than a year later is positive and includes reference to another promotion the client received since concluding the coaching.