Stress Management Coaching
I would be pleased to speak with you about your interest in my coaching and/or consultation services to learn how we might work together to enhance your sense of wellness. I provide a no-charge initial consultation to determine your needs and to ensure that I have the skills to be of help to you. Please be aware that this initial meeting is not coaching and will not include any feedback or work on your problem.
Supporting individuals to make needed changes in their personal lives.
- Increased self-awareness
- Improved relationship skills
- Greater stress tolerance
Health & Wellness Coaching
Providing insights to enhance health and wellness.
- Improved life balance
- Greater adherence to needed lifestyle changes
- Better stress management
Executive & Leadership Coaching
Strengthening leaders in their abilities to manage self and others.
- Improved stress resilience
- Greater emotional intelligence
- Reduced reactivity
Facilitating improved collegial relationships via increased self-awareness and enhanced empathy.
- Improved communication
- Enhanced empathy
- Reduced interpersonal stress
Personal coaching pairs a professionally-trained and International Coach Federation (ICF) -certified coach with an individual who is seeking assistance in personal development of some kind. Personal coaching may be sought by an individual for a variety of reasons, such as:
Developing mindfulness or stress management skills
Improving relationship skills
Gaining support during a life transition
Considering a job or career change
Health and Wellness Coaching
Health and Wellness coaching is grounded in the training and principles of the National Board of Health and Wellness Coaching and can assist individuals with a variety of goals. Health coaching supports clients in managing acute or chronic illnesses more effectively. In addition, wellness coaching emphasizes ways that clients can ground their lives in wellness in a variety of life arenas including:
Health and Wellness coaching can also be integrated into other coaching work.
Jack Welch, the famous leader at General Electric, once said, “Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.” Leaders need to find the right balance between supporting staff members in their current skill level with challenging them to be better.
Making the shift to developing others as opposed to yourself can be quite challenging. Leaders often need to use more “soft skills” in their work with direct reports such as those we associate with emotional intelligence (e.g. empathy, self-awareness, active listening).
Leadership development may be needed for an executive, a manager or a supervisor. The structure of leadership coaching varies. Some individuals want just one meeting to get feedback about a specific situation. Other leaders will want ongoing support in their new role. For most individuals, leadership development coaching begins with comprehensive leadership assessment.
Executive or leadership coaching matches a professionally-trained and International Coach Federation (ICF) -certified coach with a business leader or executive in order to support or develop his or her skills. A comprehensive leadership evaluation with empirically-grounded assessments provide an important foundation for growth. Executive or leadership coaching may be provided to individuals for a variety of reasons, such as:
Improving stress management
Developing use of emotional intelligence at work
Clarifying and setting goals for development
There are many tools on the market that are used to assess a leader’s skill. No one tool is right for every leader. Each evaluation must be individualized to combine self-reflection of the leader with data from evidence-based assessments.
I am certified to administer a variety of measures. These include:
The Hogan: Unlike other measures of personality, the Hogan is unique in its approach to personality assessment. Most self-report measures of personality are based on a person’s description of him/herself. The Hogan was designed and normed as a measure of personality based on reputation. The three components of the Hogan assessment measure how others see an individual’s personality at his/her best, when he/she is under stress and what values drive his/her work life.
Management Research Group (MRG):
MRG also has a unique approach to assessment. MRG designs assessments that utilize a “semi-ipsative” format. Rather than rating oneself on a variety of qualities, the client rates him/herself on three variables at once and must rank order them. This assessment design is imbedded in the following instruments:
The Lea 360: The LEA 360 is utilized to evaluate someone’s leadership. It measures 22 leadership-related behaviors that can be viewed within 6 core leadership functions. The LEA is an excellent option for executives and other leaders who wish to take their skills to the next level. There are options for this measure to be completed by a client only or as a 360 assessment (which can include one or more boss, peer and direct report).
The Individual Directions Inventory: This measure focuses on what drives individuals. It measures 17 dimensions within 6 functional areas to examine how a person experiences his/her emotional energy. This measure is very helpful in coaching individuals or teams who are trying to determine sources of satisfaction/enjoyment in order to increase self-awareness.
Unfortunately, many teams in business are plagued by lack of communication, incivility, undermining of colleagues and unbridled hostility. Members of employee groups such as this dread coming to work. These dynamics contribute to increased levels of stress on the job, higher levels of absenteeism and reduced productivity. Ultimately, employees on teams “vote with their feet” and leave. Employee turnover ultimately results in higher costs for the employer who must pay for recruitment and onboarding of new employees when transition into a toxic work environment. The cycle of dissatisfaction and leaving then continues.
Team coaching can help to reset the experiences and expectations of team members. Assessment with an evidence-based personality measure can provide useful insights for individuals. Team members can increase their self-awareness and develop skills that can ultimately lead to: