What We Do
Coaching Philosophy

Focus on the Client’s Agenda
Columbia Business School, Executive Training We partner with our clients to create a learning plan and path forward that aligns to their goals and expectations.

We utilize Columbia Coaching Program’s Approach to Executive and Organizational coaching which is grounded in the Science of Human Performance and is based on three coaching foundations of: (1) guiding principles, (2) coaching competencies, and (3) a three-phase coaching process (Jackson 1991 & Maltbia 2001). This multidisciplinary approach emphasizes integrating theory with practice by drawing from psychology, neuroscience, organization development, business management, and leadership research.

Coaching Assessments

Assessments can be helpful tools in understanding both one’s self and one’s colleagues. Using the knowledge gained through research-based proven assessments, clients can often times develop a better understanding of their strengths and opportunities for development. Assessments can also enable management to understand the culture of their organization and the collective strengths of their teams to enable improved communications, stronger team performance and increased organizational effectiveness. We offer the following assessments for both individual and team development:
Self Assessments:

  • Hogan Leadership Forecast SeriesHogan Leadership Forecast Series, a tool to develop leaders through proven psychometric research that distinguishes successful leaders from failed leaders. Leaders fully understand their performance capabilities, challenges and drivers enabling them to customize their development plans for success. Do these vignettes remind you of anyone?
  • Strengths Finders 2.0Strengths Finders 2.0, which is an online measure of personal talent that identifies areas where an individual’s greatest potential for building strengths exists.

360 Assessments: This assessment collects opinions about an individual’s performance from approximately 8-10 key stakeholders that may include peers, direct reports, the boss, the boss's peers — along with people outside the organization, such as customers through a tailored, one-on-one interview process. We customize our 360-degree feedback assessment to address relevant leadership and management attributes that align with the client’s coaching goals and enables our clients to see a broader view of perceptions rather than just self-perception.

Coaching Process

Phase I: Creating Context. What’s Up?

  • Understanding the nature of the presenting issue, challenge or potential opportunity
  • Identifying the gap between the current state and future state
  • Developing an understanding of the need for change

Outcome: Focus (learn for perspective)

Phase II: Developing Content. What Matters?

  • Collecting observational feedback through self assessments and 360 assessments
  • Exploring options to stimulate imaginative thinking about the future, including potential benefits and costs
  • Collaborating with clients to create a personal development plan and SMART goals

Outcome: Alignment (learn for knowledge)

Phase III: Practicing Conduct. What’s Next?

  • Creating action strategies to experiment with change and celebrate success
  • Translating insights about strengths and limitations to focus and align commitments
  • Building client’s capacity to adapt to change and promote growth and self renewal

Outcome: Performance (learn from experience)