Executive Coaching

As the business climate becomes more competitive, organizations will have a compelling need to implement programs that will effectively develop leaders. It is becoming clear that executive coaching is the tool of choice used to assist organizations in developing current and potential leaders. Unlike other coaching modalities such as life, sales, and relationship coaching, executive coaching involves working with leaders in organizations who have direct managerial responsibilities. In the most basic terms, executive coaching can be described as a short-term helping relationship between a coach and leader that aims to increase effectiveness through enhancing self-awareness and improving behaviors. At its core, executive coaching is a process of interpersonal influence that targets learning and behavioral change.

360-Degree Feedback

People are often unaware of how they show up in their roles. It is easy to become deceptive of one’s true self and the impact on others. 360-degree feedback is a tool that opens the arena of awareness. It shows what our greatest strengths and opportunities are from the lens of multiple perspectives. Most importantly, it holds a mirror up to our perceptions of self and allows us to see things in a more evolved way .

Team Conflict

Conflict within teams can lead to disengagement of its members or silence. When a team is in conflict, all innovation and collaboration stops. When people do not feel safe to share their voice, they become silent. Silence can also stem from internal conflicts and our cognitive and emotional reactions to the external environment. Our early lives can tell us if it is alright to speak up. Children that are raised in environments where voice isn't valued will often become silent adults. This is the kind of silence that has a direct impact on our overall sense of well-being in all the domains of life. 

There is an even more pervasive and pernicious form of silence… quiescent silence This is where one cannot speak up without fear of retribution. It’s a defensive form of silence. 25% of the people that we studied feel this on a regular basis in the workplace. Not only did it does this have a direct impact on the amount of collaboration, ideation, and cohesion within an organizational culture, it may be a prerequisite or antecedent to conflict. 

Conflict by my definition is where you have two parties that interact in a way that is not productive. But it’s the smaller conflicts that influence our lives holistically. It’s the small arguments that we have with our significant others, our kids, or the people that we work with that stay on our mind and make us feel shame and anxiety. It is the collective sum of these conflicts that make us feel uneasy and agitated or feel like we are not succeeding in relationships. 

Organization Culture

Qualitative study of corporate culture.