Organization Review with Coaching and Conflict Mediation

Client: Religious Organization

We conducted a 360 review of all employees, including the Board Head, Board Committee Leaders, and Senior religious leaders. All leaders with staff received feedback on their management and leadership strengths and areas to improve. I also designed and conducted a conflict mediation process for the Board Head and Senior Religious Leader to help them learn about mutual understanding, alignment, and tools to lead the organization more effectively going forward. Through broad scale interviews, I was able to provide the leaders and Board with data and recommendations on organization wide strengths, opportunities, and areas of focus. All staff were apprised of the leader’s and organization’s strengths and areas to improve and had the opportunity to voice their thoughts and concerns.

Career Coaching

Client: Ivy League School

We were hired by a top shelf Ivy league School to assist a high potential senior administrative officer to find a position outside the company, as they could not promote him. We helped him market himself effectively through his resume and social media platforms, understand the top priorities of prospective institutions, craft his personal statements and interview responses to mirror their needs, and improve his speaking style to portray executive presence and a strategic mindset. We videotaped him practicing key interview presentations to allow him to view his strengths and areas that needed additional preparation.

This long term relationship continued through several job transitions which led to the culmination of his career when he found the job of his dreams. We continue to help him through thorny issues he faces in a politically complex institution during unprecedented times including COVID, the Me Too movement, and ongoing focus on Diversity and Inclusion.

Executive Coaching

Client: Technology Company

I was hired by a multinational technology company to coach a high performing senior executive whose iconoclastic and mercurial style had spurred complaints from employees. We took time to understand his background, upbringing, and values. He took several self assessments which provided further information on his personality strengths, risks, and motives. Interviews with employees provided a vivid picture of behaviors and outcomes. He was shocked by the data and I worked with him to understand and accept how his behaviors were perceived.

We worked together to create a new “personal brand,” reflecting the values of the company and how he wanted to be viewed as a leader. We created a specific Action Plan outlining specific opportunities for him to reflect this revised brand in a consistent manner. We held him accountable for adhering to the plan through follow up meetings and ongoing progress assessments including meetings with him and his boss. He held meetings with individuals and teams, sometimes to apologize, sometimes to share the interview data and get input. He became highly motivated and dedicated to improving his management style, displaying measurable growth.