Headquarters:  San Francisco East Bay

 

(760) 685-6910

 

tnorris.consulting@gmail.com

 

leadconsultingsolutions.com

© 2015 LEAD Consulting Solutions

Leadership Consulting Solutions

At LEAD Consulting Solutions we are committed to making leadership best practices common practice in the organizations we serve.

 

The best leadership is needed for organizations to attract, develop, and retain the best talent.  360-degree feedback provides individuals a thorough understanding of their impact on co-workers, the organization, and clients.  

 

By assessing behaviors, traits, and motives, the Caliper™ 360-Degree Plus insights enable individuals to build on their strengths, work on handling weaknesses, and develop as a leader.

The best leadership is needed for organizations to attract, develop, and retain the best talent.  360-degree feedback provides individuals a thorough understanding of their impact on co-workers, the organization, and clients.  By assessing behaviors, traits, and motives, the Caliper™ 360-Degree Plus insights enable individuals to build on their strengths, work on handling weaknesses, and develop as a leader.

The leadership coaching process helps people determine where they’re currently at, where they want to go and how they’re going to get there.

As a result, strengths and weaknesses are identified and individual development plans are constructed. The person’s talents and strengths are developed and their weaknesses minimized.

 

People develop plans and take concrete steps to achieve career goals, performance targets, and maximum personal & professional satisfaction.

Building the Coaching Partnership

“In a team relationship, as in any relationship, we trust people because we are comfortable with both their character and competence.  By character, I mean our perception of another person’s motives, values, honesty, or moral fiber.  Competence, on the other hand, refers to the capability, knowledge, and skill of a team member in general, and specifically as it impacts his or her role” (Pat MacMillan).

People may decide to enter into a coaching agreement for a number of reasons.  For example, they may want to focus on getting promoted; or, they may have received feedback from peers, team members, friends or their boss that’s triggered the perceived need for development. 

The process starts with building trust between the individual being developed and the coach.

Before beginning the coaching process it is important for the individual being coached and the coach to mutually commit to the purpose, roles, responsibilities and expectations of the coaching relationship.  It’s important to build mutual trust into the coaching partnership.

Phases in the Coaching Process

The coaching process uses the following phases and steps to focus the personal and professional development process:

  1. Assess the Present

    • Clarify Values

    • Develop Personal Awareness

    • Determine Skills and Competencies

  2. Plan the Future

    • Create a Personal Vision

    • Build a Mission Statement

    • Plan Strategy

  3. Set Goals

    • Achieve Goals

    • Implement Plans

    • Make Decisions

    • Evaluate Progress

 

Assess the Present

“Identify a set of values that can be used as criteria for making decisions and act as drivers of behavior” (Dr. Gerald Egan).

  • Clarify Values: Values define what’s important to us in life; they are beliefs that drive our decisions, anchor our lives and define us as individuals.  Clarifying values is the process of identifying, defining and prioritizing one’s core values. 

  • Develop Personal Awareness: Research concludes that people are most effective when they know themselves, recognize the demands of situations and adapt their behavior to the various situations.  Research also supports that individual differences can produce behaviors that can cause misunderstandings and less effective working relationships. 

  • Determine Skills and Competencies: Personal effectiveness is a result of an individual’s willingness and ability to accomplish tasks and to achieve goals.  This part of the assessment phase focuses on ability. Determining ones current skill set and competencies drives development planning.  These insights focus plans on the skills, competencies and experiences that need to be strengthened or minimized to achieve one’s personal & professional goals.

 

Plan the Future

“How will you know when you get there if you don’t know where you’re going?” (Rev. Paul Heal)

 

The purpose of this section is to apply the principles of strategic planning and goal setting to personal and professional development planning.  To accomplish this, the following principles build on the assessment phase:

  • Vision:  Create a vision of what you would like to be.

  • Mission:  State clearly your overall purpose, your reason for being and your identity.

  • Strategy:  Build plans to get you where you are going.

  • Goal Setting:  Write goals.  Written goals and action steps drive the achievement of desired outcomes and focus direction, effort, and persistence.

  • Measurement:  Measure achievement of milestones to let you know how you’re progressing and to make adjustments over time.

 

Achieve Goals

“I know of no more encouraging fact than the unquestionable ability of man to elevate his life by conscious endeavor” (Henry David Thoreau).

Implementing development plans, making decisions and evaluating progress are the actions that gets one to their destination.  LEAD Consulting Solutions provides the development, feedback, encouragement and support to help the person achieve their goals.

 

“May he give you the desire of your heart and make all your plans succeed” (Psalm 20:4).

Please contact us to discuss your needs.