WHO?
Redwoods Leadership's clients are executives and managers, usually super busy. We coach them toward increased effectiveness and fulfillment, helping them being more resourceful as they navigate the ever-changing, fast-moving and often challenging circumstances of their work.
We believe that leadership doesn't follow from having a role in an organization but rather is cultivated through self-development.
Our clients want to learn, grow and change (including some old embodied habits). They already know that deep change won't come from reading a new book on leadership development.
We believe that leadership doesn't follow from having a role in an organization but rather is cultivated through self-development.
Our clients want to learn, grow and change (including some old embodied habits). They already know that deep change won't come from reading a new book on leadership development.
WHAT?
Here are a few examples of intended outcomes in Executive & Leadership Coaching :
|
|
HOW?
Meet. We need to be sure there is a right fit between client and coach.
Intake and assessment. According to your need, the right assessments are done (either robust 360 Feedback interview process, self-assessment tools, StrengthsFinder(TM), Enneagram...) and align with manager and HR to define and document clear coaching objectives and support.
Goal setting. We establish clearly the goals of the coaching engagement.
Ongoing coaching and skill development. A typical executive coaching engagement is about 6 months in duration, but can be anywhere from 3-12 months, depending on the situation. We meet once a week or once every other week; in-person or over Skype; for 1 to 1.5 hour of confidential, compelling and action-oriented conversations. Every conversation ends with relevant strategies, tools, skills, practices, self-reflections or exercises to apply to your current issues.
Support. All along the coaching journey, we provide resources to support client's unfoldment and growth.
Starting a leadership coaching with us is embarking on a journey of self-discovery. You will gain clarity, be empowered and feel more aligned (congruency between your values, actions and behaviors). Along the way, you will be both supported and challenged to explore your potential to the fullest in a safe, confidential and supportive space.
Intake and assessment. According to your need, the right assessments are done (either robust 360 Feedback interview process, self-assessment tools, StrengthsFinder(TM), Enneagram...) and align with manager and HR to define and document clear coaching objectives and support.
Goal setting. We establish clearly the goals of the coaching engagement.
Ongoing coaching and skill development. A typical executive coaching engagement is about 6 months in duration, but can be anywhere from 3-12 months, depending on the situation. We meet once a week or once every other week; in-person or over Skype; for 1 to 1.5 hour of confidential, compelling and action-oriented conversations. Every conversation ends with relevant strategies, tools, skills, practices, self-reflections or exercises to apply to your current issues.
Support. All along the coaching journey, we provide resources to support client's unfoldment and growth.
Starting a leadership coaching with us is embarking on a journey of self-discovery. You will gain clarity, be empowered and feel more aligned (congruency between your values, actions and behaviors). Along the way, you will be both supported and challenged to explore your potential to the fullest in a safe, confidential and supportive space.
Who benefits from executive coaching?
The client her/himself, of course; both in his working and personal life. But also, when managers improve their performance, such benefits spread throughout the organization. We focus attention on actions that both benefit individuals and serve the organization as a whole.
As people responsive to coaching apply their new skills and techniques to other people in the organization, improved interaction cascades down the organization. Hence, coaching can also be viewed as a passing on of a set of skills used by leaders in the organization on a day-to-day basis that enhances the performance of their people.
Don't consider starting a coaching journey if you ...
- are not willing to courageously and honestly look into yourself;
- are looking for technical guidance, advices or consulting, for an expert to come and fix the problem for you;
- think that sustainable change doesn't require any practice or self-awareness, that only having an insight is enough to change and grow.
