To get you “unstuck,” I use a three-step process to liberate you from your “less noble self,” to help you master your unrecognized obstacles. My process has a proven track record locally, nationally and globally for developing individual and team leaders.

Step 1.

Based on your goals, organizational context and availability, we select the best assessment for identifying your developmental strengths and potential gaps. All of these measures are effective in supporting individual and team coaching engagements.

  • An “Outside-In” View: The Leadership Circle Profile™ and The Leadership Circle Profile™ Manager Edition are validated 360° assessments designed to provide mostly quantitative views of how others see you with respect to your leadership competencies. The Leadership Culture Survey™ is designed specifically to assess the competencies of leadership teams.
  • An “Inside-Out” View: A structured, interview-based Meaning-making Assessment (a.k.a. Subject-Object Interview) that qualifies how you experience yourself in relation to other people and tasks. It uncovers how you make sense of the world and the situations you face day-to-day. Its premise is that adults who can make sense of complex situations with more objectivity (and demonstrably less subjectivity), have more capacity to navigate them.  This can be particularly useful in work environments where the decisions you make need to take into account numerous complex variables and constantly changing dynamics. It is based on a Theory of Adult Development authored by Robert Kegan, Professor in Adult Learning and Professional Development at Harvard University’s Graduate School of Education.
  • A combination of “Inside-out” and “Outside-in” Views: The Hogan Assessments are empirically-validated personality inventories. They include the Hogan Personality Inventory (HPI), the Hogan Development Survey (HDS), and the Motives, Values, Preferences Inventory (MVPI). Together they are designed to predict job performance based on your identity, the person you think you are and reputation, the person that others think you are. The results indicate how others generally perceive people who responded the same way to the same questions.

Step 2.

After identifying your developmental gaps, we uncover your hidden resistance — your immunity — to overcoming these gaps. The Immunity to Change™ model reveals what’s holding you back from reaching your goals and aspirations, even when the barrier seems well intended. In team settings, this model helps leaders and members work together to move past individual and collective hidden barriers impeding their team objectives.

Step 3.

We build on insights gained from our first two steps. We engage in a series of executive coaching sessions to help you acquire the right balance of technical skills and enhanced leadership capacities for you to navigate the complex challenges you face in your leadership role. Whether working 1:1 or with a team, we carefully design experiments for you to explore and safely incorporate your new perspectives at work, in real time.

Contact me to discuss how we can work in-person, over the phone, via Skype or FaceTime, or in any combination that suits our schedules and your accessibility to technology.

Click here for a side-by-side glance at the three assessments.