What's the difference between consulting and leadership coaching? Read " A Consultant or Leadership Coach: What's The Difference" Decrease litigation risks and
costs. Optimize leadership skills of
your employees. Visionary Executive &
Top-Level Leadership A corporate culture of
Continuous Quality Improvement. A training and development
program linked to your strategic goals. An effective mentorship &
employee orientation program A culture that appreciates
and taps into the strengths of cultural diversity. Operational efficiency.
Attract & retain high
performing employees in the " war for talent". Decrease untoward incidents. Decrease absenteeism. Increased employee morale
& commitment. Increase flexibility to
handle new challenges. Decrease recruitment costs. Institute a strategic plan. Increase internal &
external customer service. Research shows that hiring a coach can lead to improved work relationships, increased productivity and customer service, and increased employee retention.
“The goal of coaching is the goal of good management:
that is - to make the most of an organization's valuable resources."
-- Harvard Business Review
"Coaching is unlocking a person's potential to
maximize their own performance. It is helping them to learn rather than
teaching them. Clients say coaching brings out their best by helping them
focus, break down tasks, and clarify their issues". - Fortune
For a compilation of various research studies regarding the return on investment an organization can receive when they hire a coach, read:
"Research and the ROI of Leadership Coaching". Are you wasted valuable time and resources "putting out fires" and less time "preventing" them? Do you lack the time or resources to implement all those great ideas you have? Did you promote an employee with exceptional skills, but who needs leadership training?
Have you wasted money on
expensive training seminars that didn't add value for your money?
Are the executives and other leaders optimally leveraging their strengths?
Are you able to
differentiate from other organizations and compete for top employees?
Does your organization
have a pool of qualified candidates to draw from?
Do your systems and
processes enhance your organization's performance and
Are you measuring your
results and using the data to improve operations?
Are you at risk of litigation due to poor
decisions and management skills?
Do you lack the resources
to implement proactive corporate strategies?
Do you have high employee
turnover and poor employee morale?
Does your leadership need
to increase their skills in order for you to fulfill your mission?
Do you lack the resources needed to address the root cause of challenges? Have you tried to address the "root cause" of problems with little success? Are systems keeping your employees from being committed? Is your corporate culture hindering your ability to fulfill your strategic goals? Do you want to lower costs of employee turnover and increase retention?