Evidence-Based Coaching for Change Leadership

Organizational change and business results are achieved when individuals apply new skills, mindsets, behaviors, and commitments.

Coaching conversions are individual learning experiences focused on developing personalized action plans and accountability checks while reducing individual obstacles to enhanced professional impact.

Coaching enables a participant to:

  • Achieve organizational goals and enhance professional performance by
  • Define personal, professional or business targets, and
  • Develop personal capabilities and action plans.

Coaching enables people to:

-Achieve organizational goals and enhance professional performance
-Define personal, professional or business targets, and
-Develop personal capabilities and action plans.

A coach asks questions and provides feedback that help people reflect on strengths, skills, capabilities, and self-limiting beliefs and behaviors.

From these reflections, people develop commitments, action plans and experiments to test new behaviors and mindsets that advance personal and 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:

  • Developing high potential leaders,
  • Enhancing individual and group performance,
  • Preparing for advancement and effective career transitions,
  • Catalyzing career development,
  • Guiding organizational transitions requiring transformational leadership.

Kathryn’s Approach to Coaching

Performance Enhancing Conversations ℠

Kathryn’s work as an organizational psychologist, forensic consultant, and health psychologist coupled with leadership roles at Silicon Valley technology giants have focused on enabling change for individuals and organizations.

These experiences deepened her skills as a thinking collaborator, assessment guide, and accountability partner during ambitious organizational transformations and related personal learning.

Kathryn has collaborated with professionals across career levels,  backgrounds, and industries, 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.

Coaching Process

Coaching engagements begins with assessment and may include one or more of the following psychometrically-sound instruments:

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℠.

Coach’s Commitments

. Establish an honest, collaborative relationship,

. Respect confidentiality.  Everything discussed is confidential except as required by law, supervision, or employer summary requests,

. Provide support in identifying goals and strategies to reach goals,

. Assist in gaining clarity about values, purpose, or vision of specific goals,

. Encourage considered actions to move toward goals and resolve obstacles,

. Attentively listen, summarize, ask questions to encourage deeper thinking, and provide feedback,

. Share resources and tools,

. Adhere to the International Coach Federation Code of Ethics and the American Psychological Association Code of Ethics.

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,

. Reflect on previous sessions or interactions, and how future conversations may be modified for greater impact,

. 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 with Kathryn Welds, PhD, ABPP, PCC – Consulting Organizational Psychologist + Coach:

kathryn@kathrynwelds.com

2 thoughts on “Evidence-Based Coaching for Change Leadership

  1. communicatorscollaborative

    Just curious as to how you choose between 360s. I see that you use Everything DiSC, but you don’t seem to use their Everything DiSC 363 for Leaders 360 tool. There are so many of these tools that I’d love to see a review of them head-to-head.

    Reply

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