A Broad Base of Experience with Clients Including:
| AET Tankers AutoPlus BetterConsult British Broadcasting Corporation Chevron Continental Airlines Express Energy Services IBM JP Morgan Chase Bank | Landmark Graphics (division of Halliburton) NCS Multistage PetroCloud Spectra Energy Texas Medical Center Innovation Institute Trans-Ocean United Behavioral Healthcare United Parcel Service UniSelect USA |
REPRESENTATIVE COACHING ASSIGNMENTS
Client: Vice-President of Commercial Operations of Global Tanker Company
Need: Improvement in executive presence, team leadership and gender relations
Result: Used 360 interviews, focused on self-image and strategic relationship-building, and developing coaching relationships with reports. Client grew in all 3 areas and was prepared to take over top North American leadership role when his boss unexpectedly left the company.
Client: EVP and
General Counsel Oilfield Technology Company just gone public
Need: Onboard client into new role
and company.
Result: Client came from a career as
a practicing lawyer in major law firms with no internal corporate experience.
Had to shift entire organizational work-life paradigm to focus on internal
relationships – especially with people outside his profession, learning to
manage direct reports, build legal department and support the massive new legal
needs of a newly public company. Successfully accomplished these objectives in
6 months. Today client reports directly to the CEO and sits on 4-member Senior
Executive Team.
Client: Senior
VP of Corporate Development Major Airline
Need: With over a decade employed by
the company, client was losing passion and motivation for job and career. CEO
needed for his officer to become re-engaged in his work and career within the
organization.
Result: Coached the client over a
two-year engagement using the Birkman Method, personal and professional mission
statement process and other discovery tools to engage the client in exploration
of unexpressed interest and talents, sense of calling and primary purpose, and
core authentic values and ambitions. Coached client to begin avocational and
educational experimentation of possible new endeavors and activities. Meanwhile,
coached client to intensively activate and strengthen social capital to
identify a one year opportunity with the State Department as Director of
Transportation Infrastructure Reconstruction for recently war torn nation. Initiated
conversation between client and airline President and CEO to negotiate win-win
solution whereby airline offered client one year sabbatical to take the
overseas position as a PR coup for the company and a leadership development
opportunity for the client, a new top level position and all benefits were
guaranteed secure by company upon client’s return.
Client: CEO of
Oilfield Services Company
Need: Client’s
company had grown from $0 to $250 million in 5 years and was currently growing
at 50% rate per year in revenue and headcount, had recently brought in a large
private equity partner and was positioning itself for IPO. Client recognized
the pressing need to raise the level of his skill, impact and reach as a leader
to keep pace with the extraordinary growth of the organization.
Result: In the first 6 months, coached client to increase the engagement of his direct reports by equipping him to build formal coaching relationships with each of them. Next worked to strengthen cohesion and collaboration among the Senior Leadership Team by facilitating off-sites for participative decision-making and strategy development. Coached client to challenge c-team to build stronger 1-1 relationships with each other as well as give them each greater clarity of roles and responsibility, autonomy of budget and decisions in their jurisdictions and full hire and fire authority over their teams.
In the next 12 months, began individual coaching engagement with each of the CEO’s direct reports as well as concurrent monthly team-coaching activities. Coached client to drive the impact of his leadership down throughout the organization by rolling out a coaching culture initiative and simultaneously constructing and infrastructure and processes of bi-directional internal communication.
The company had a very successful IPO 3 years later while the industry was still in a downturn.
Client: Senior
Executive with a professional services firm
Need: Help Executive develop “Executive Presence”
Result: Utilizing assessment and
interviewing techniques was able to develop a behavioral definition of
“Executive Presence” and then worked with Executive to co-create a custom
development plan. Coached client through obstacles that were holding her back
from being her best. Within 5 months, 11 factors increased at least 25%
(including Executive Presence, Communication Skills, Working Relationships,
Personal Freedom, and Time Management). The program documented a 6:2 return on
investment.
Client: Senior
Partner in Law Firm
Need: Help client to build business development
effectiveness and internal management skills as firm planned to grow 100% in 2
years.
Result: Client was brilliant
litigator and inspired staff and colleagues, but chafed at (his) ideas of sales
and management. Coached client to embrace concept of social capital and
implement systems and practices to build and cultivate valuable strategic
business relationship and a way of life. Developed with client approaches to
managing and coaching and delegating to support and guide growing staff as well
as developing and systematically capitalizing long-term client relationships
for more business and referrals. Firm actually tripled in revenue by target
date.
Client: Chief Scientist of Engineering Services Firm
Need: Client was absolutely brilliant your engineer and technologist generating patents and tackling sophisticated client problems for extraordinary fees, yet he was deplorable at both completing deliverables on time and collaborating with colleagues throughout the organization in order to perform at maximum value to the firm.
Result: Coached client to challenge his existing paradigms around relationships and business, as well as his limited self-identity as a “pure” scientist. Challenges client to build relationship internally, recognize his skills and talents and relating to clients and identifying new opportunities and to embrace the “business of science” concept as a good thing. Today client has transition to a largely business development role and leads a cross-functional team to support his efforts.
Client: CEO of Engineering Services Firm
Need: Change leadership style and organization strategy to stem the increasing loss of valuable human capital and break company out of the limitations of a time-selling business and into more of an operating company culture in order to achieve rapid growth and build non-time-based revenue streams – aiming at a major liquidity event in 3-5 years.
Result: Used in-depth internal interviews and facilitated participative strategic planning sessions to support client in engaging share-holders and current leadership team (Practice Leaders) in the creation of a radical 5 year vision for the company. Supported and guided client in rolling out a coaching culture and creating an internal incubator to identify and develop new product and service ideas, internally funded to “buy” hours from practice areas in order to integrate with existing professional service firm financial and incentive structures. 2.5 years later the client is entertaining inquiries and offers from investor and acquisition suitors.