I offer one-on-one executive coaching services for C-suite executives and their high-potential direct reports; and senior investment professionals and their high-potential direct reports.
Prospects go through my assessment prior to coaching so that together we understand the internal challenges the person faces and develop a language for exploring and overcoming them. The assessment includes a structured analysis of the prospect’s job. As part of this analysis, we identify key targets and performance metrics and document the relationships that will be crucial for the client's success.
To help clients meet their objectives, I focus not only on time-bound goals but also on cultivating a more generalized capacity to thrive in complex, rapidly changing conditions.
Rather than give advice, I act as a sounding board. I ask specific questions that help clients clarify and solve their own problems. I listen empathically and give directed feedback. I also help clients develop and rehearse scripts for handling difficult conversations and manage complex dialogues.
Areas addressed include blind-spots, firm-building and team building, developing subordinates, negotiation, and other, broader issues in leadership, management, and business development.
The outcome of coaching is much greater credibility and effectiveness as a leader, increased self-awareness, self-actualization and a greater capacity to cope creatively and constructively with complexity and change.
Often at the onset of coaching or several months into it, clients undergo a 360° assessment. I gather and interpret confidential feedback from peers, subordinates, superiors, and external third parties. Such carefully gathered feedback promotes self-awareness and clarifies development goals.
If coaching is part of a formal professional development program, I begin by talking to the executive's superior. I want to understand the need as that person sees it, and to clarify the expectations and desired outcomes. I lay ground rules for what information will be shared and what will not and make sure that the executive's superior commits to support the process. If the executive comes to me privately, I skip these steps.
See below to learn more about who and how I coach.