We build a trusting relationship where leaders can:

• 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.

• 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.