No question about it – it is lonely at the top. Most leaders do not have a resource for the professional development, encouragement, self-reflection and support they need to be at their best; most leaders also lack a source for the vital feedback that is lost to them after they reach a certain level or authority or seniority. Frequently, coaching is the greatest single investment a leader can make in their organization.
The coaching relationship is usually short-term and has specific client-set goals. It is a relationship of equals; the coach obviously has no formal power over the client, but the client can ask the coach to be an accountability partner, holding them accountable for completing the tasks they set for themselves as homework. This “homework” – practicing new behaviors or engaging in conscious reflection between sessions – is what makes coaching such an effective professional development activity. Likewise, the client has no formal power over the coach; this makes it possible for coaches to challenge leaders to look at themselves from a different perspective.
In leadership coaching, the client drives the process. We are completely committed to the client’s goals, success and professional growth. We provide an outlet to discuss leadership issues that can’t be brought to colleagues. Coaching is completely confidential.
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This service might be for you if...
We build a trusting relationship where leaders can:
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- Enhance specific skills (e.g. organizational skills, giving feedback, maximizing performance reviews, conducting effective meetings, making public presentations, written communications, etc.).
- Discuss difficult or problematic interactions with staff, faculty or other campus leaders and even practice them with their coach.
- Develop strategies for “managing up.”
- Explore solutions for dealing with difficult people.
- Get feedback on performance-related concerns in a non-judgmental way.
- Learn to practice time and stress management approaches.
- Gain greater insight into their leadership strengths, style and personal temperament.
- Work to better claim and manage their authority and power.
- Strategize about how to garner institutional support for organization and self.
- Develop career path plans.
- Plan for building a network of support, internally or externally.
- Address home/work life balance issues.
- Manage staff changes, growth, new people, and transitions.
- Engage in thoughtful succession planning.
- Explore how to create the best structure for the effective operation of the organization.
- Address concerns about race, gender or any other diversity issue.
- Gain support and assistance with anger management.
This service might be for you if:
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- There are performance or conflict-related issues with your associates and/or staff that you need to address more effectively.
- You think that a better understanding of your own leadership style would allow you to better capitalize on your strengths and minimize your weaknesses.
- You are trying to navigate competing pressures from university leadership and independent minded faculty.
- You are not certain that your people are being as productive as they could be.
- You want more direct feedback about your performance or skills as a leader.
- You keep the challenges of running your college or department to yourself.
- You need a sounding board or a supportive push to instigate needed change.
- There are leadership skills you think you need to strengthen.
- You are not certain that you carry and present yourself in a manner that is consistent with your position and how you want to be viewed.
- You feel isolated.
- You know you are not delegating as much as you could.
- You are worried about morale, or concerned about the rate of turnover in your college or department.
- You are new in your leadership position and want to explore your new role and/or the culture at the university.
- You are serving in an acting leadership capacity and want to explore where the limits and boundaries of your authority actually are.