Transformational organizational change and significant business results are achieved when individuals lead themselves and others to develop new skills, mindsets, behaviors, and commitments.
As leaders and team members adapt and contribute to required organizational change, individuals and team members experience personal development through individual learning.
Performance Enhancing Conversations℠ provide guided inquiry to develop personalized action plans and accountability checks while reducing individual obstacles to enhanced professional impact.
This coaching process enables a leader to:
- Achieve organizational goals and enhance professional performance by
- Defining personal, professional or business targets, and
- Developing personal capabilities and action plans.
These confidential conversations reflect on strengths, skills and capabilities as well as self-limiting beliefs and behaviors while encouraging experiments with new behaviors and reactions that address business priorities.
Coaching and Performance Enhancing Conversations℠ do not provide professional financial or legal advice and are not substitutes for medical and mental health care.
Company-sponsored and Individually-sponsored programs focus on:
- Guiding organizational transitions requiring transformational leadership,
- Developing high potential leaders,
- Enhancing individual and group performance,
- Preparing for advancement and effective career transitions,
- Catalyzing career development.
Kathryn’s Approach to Coaching
Enabling change – individual and organizational – has been at the core of Kathryn’s leadership roles at Silicon Valley technology giants Cisco Systems, Hewlett Packard Company, Oracle Corporation and as an organizational psychologist, forensic consultant, and health psychologist. These experiences deepened her skills as a thinking collaborator, assessment guide, and accountability partner during ambitious organizational transformations and related personal learning.
Because complex organizational changes require that individuals learn new skills, mindsets, and habits, Performance Enhancing Conversations℠ collaboratively:
-Guide change projects,
-Define adult learning experiments,
-Support resilience and self-awareness,
-Examine self-limiting thoughts and behaviors,
-Measure change progress over time.
Kathryn has collaborated with professionals from varied cultural backgrounds and career levels, particularly in technology, professional services, health care and legal fields.
Client companies include:
CareeReloCorp of America; Cities of Hawthorne and Redondo Beach, CA; Dispute Resolution Services, Inc; EnterChange; Levi Strauss &Co, Inc., Los Angeles Police Department; Managed Health Network; Permabilt; 7-Up Bottling; UCLA Extension.
Performance Enhancing Conversations℠ Process
Coaching engagements begins with assessment and may include one or more of the following psychometrically-sound instruments:
- California Psychological Inventory
- CPI 260® Coaching Report for Leaders (R)
- Denison Leadership Development 360
- Fundamental Interpersonal Relations Orientation (FIRO)
- Hogan Personality Inventory
- Hogan Development Survey
- Leadership Practices Inventory 360 (LPI)
- Life Styles Inventory
- Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT)
- Myers Briggs Type Indicator (MBTI) Step II Form 2
- Neo PI-R Personality Assessment
- Self Directed Search
- Strength Deployment Inventory
- Strong Interest Inventory
- Thomas–Kilmann Conflict Mode Instrument (TKI)
- Watson Glaser Critical Thinking Appraisal
Following assessment, results are discussed to inform goal definition and action planning.
Meetings may occur in person or by telephone/video conferencing, usually every 2-3 weeks for 3-6 months.
Email and text messages between sessions maintain contact and learning momentum.
Progress is informally evaluated each session and in greater detail each month and calendar quarter.
Company-sponsored programs include updates that maintain maximum confidentiality while disclosing progress and accomplishments during Performance Enhancing Conversations℠.
. Establish an honest, collaborative relationship,
. Provide support in identifying goals and strategies to reach goals,
. Assist in gaining clarity about values, purpose, or vision of specific goals,
. Attentively listen, summarize, ask questions to encourage deeper thinking, and provide feedback,
. Share resources and tools,
Coaching Client Commitments
. Willingly, candidly, and openly collaborate with a coach to define and work toward personal goals,
. Before each meeting, consider discussion topics, progress, obstacles, and their to overall goal for the coaching program,
. Try new perspectives, behaviors, problem-solving approaches and observe their impact,
. Remain focused and accountable for progress toward goals,
. Track progress toward goals, and report obstacles to progress,
. Provide feedback on ways to optimize the value and relevance of coaching conversations,
. Own accountability for physical, mental and emotional well-being, including choices, decisions, and actions.
To schedule a complimentary consultation