Within your executive team

To enhance skills like decision-making, communication, and strategic thinking, tailored to specific executive needs, e.g., change initiatives, new-leader onboarding, peer-group coaching, and addressing situational challenges to improve overall leadership effectiveness and team performance.
A typical executive coaching solution includes:
  • Individualized Coaching: One-on-one sessions to address specific leadership development needs, including communication style, conflict resolution, and building resilience.

  • Leadership Development Plans: Creating customized plans based on individual assessments, focusing on targeted areas for improvement and measurable goals. 

  • 360-Degree Feedback: Utilizing feedback from peers, direct reports, and superiors to identify strengths and areas for development. 

  • Executive Onboarding Coaching: Supporting new executives in quickly adapting to their role and company culture. 

  • Change Adaptability Coaching: Assisting leaders in navigating organizational change, including communication strategies and employee engagement.
  • Team Coaching: Facilitating team dynamics and collaboration to improve team performance. 

  • Peer Coaching: Pairing executives with peers to share experiences, insights, and support each other's development.

Group facilitation for leaders

Your team of leaders seeks to run a highly experiential workshop, a strategic-planning session, a team-building initiative, or a conflict-resolution process? 
Together, we will customize the approach to your leadership- or organization-development needs. In the end, what makes a group-facilitation process effective is to encourage productive discussions, ensure safe sharing of ideas, concerns and needs, foster collaborative energy, and ultimately empower each participant to take learning outcomes into their respective organizational realities. 

Typical group facilitation settings
  • Workshop facilitation: Facilitate highly experiential sessions that leverage the energy and output of the diverse leaders in the room. Common content focus areas are change resilience, role versatility, polarity management, etc.
  • Strategic planning: Help your leadership team focus on goals, implement a (new) vision, and achieve powerful results 

  • Team building: Help a group of leaders grow together and collaborate more synergistically and effectively 

  • Conflict resolution: Help a group of leaders minimize tension and move passed destructive conflict 
You can count on me to
  • listen to YOUR ideas
  • ask the right questions
  • let YOU steer and drive the process
  • step in when it will be helpful for YOUR journey

Leadership Mediation

Mediation in the realm of leadership is an easily underestimated approach to resolve conflict.

The role of a leadership mediator is to bring people together to discuss their differences and enable you to find your own solutions in order to sustainably resolve tension and impeding interpersonal challenges or discord regarding critical leadership matters. 
My responsibility to you
  • Create a safe space: Encourage open discussion and trust-building
 
  • Enable mutual listening: Encourage awareness of everyone’s point of views for a neutral collection of data

  • Foster collaboration: Encourage leaders to work together to creatively generate practical options for tackling differences 

  • Documented agreements: Create clear, actionable plans to turn conflict into sustainable solutions 

  • Follow up: Assess the effectiveness of the solutions and make adjustments as needed to ensure sustainability of the process outcomes
Common benefits of leadership mediation 
  • Improved communication: Leaders learn to more easily listen and navigate through conflict and get to shared interests

  • Improved morale: Leaders can resolve problems more quickly and create a peaceful work environment

  • Innovative problem-solving: Leaders can bring opposing point of views together to find common ground and sustainable solutions
  • Proactive conflict intervention: Leaders can recognize tension before it erupts

For Organizations

A core part of my offering to organizations is around leadership-coaching solutions as well as facilitation work with teams and leadership mediation for emerging or full-fletched conflicts between leaders or with other key players within their organizational settings.

For Individuals

If you want to engage in a leadership development journey by your own initiative, let’s discuss options.
We can scope that in the most effective manner and possibly identify ways to get your stakeholders on board as well. Both, to support your development and to engage in the process with you. 

Assessments

Additional tools we can use – here is a selection of some of the assessments I am certified in:
MBTI®
​A very effective and tangible tool to assess one’s preferences around these four dimensions: Extraversion- Introversion, Sensing-Intuition, Thinking-Feeling, or Judging-Perceiving. The MBTI® is based on Jung’s personality types and measures where we tend to direct our focus and gain energy, how we process information, how we make decisions, and how we navigate the outer world. The MBTI® has become a steady element in many coaches’ and consultants’ toolkit and its applicability is very broad.
FIRO-B®
This survey highlights human interaction patterns and is helpful for any client’s personal and professional life. It focuses on someone’s needs with respect to Control, Affection, and Inclusion, and how these tendencies shape their interactions with other people. The FIRO-B® is a very helpful tool for working with small groups, in a coaching engagement, or as part of any other kind of leadership-development process.
CPI 260™
The CPI 260™ Instruments work like a 360, i.e., A multi-rater-feedback survey, but involve no other raters. This tool still allows us to get a well-rounded view of your areas of strength as well as your development needs that are critical for your performance and professional success. It is a very effective springboard for any leadership development initiative, especially coaching.
WorkPlace Big Five Profile™
The WorkPlace Big Five Profile™ is a broad-based personality assessment that relates to people’s personalities in their everyday jobs. Instead of using clinical or psychological terms like many other personality assessments, the Work- Place Big Five Profile™ uses work terms and work-related examples in its questions and reports.
Benchmarks® 360 Assessment Suite
More than fourty years of research by the Centre of Creative Leadership@ are reflected in its suite of 360-assessments and there will be one that meets your level of leadership, whether you find yourself at an early-stage manager role or have been a well-seasoned executive for many years. The basic idea of any 360-survey is the notion that we will get a much more solid understanding about our strengths and development areas when we receive feedback from a broad range of stakeholders in our company, i.e., Our peers, our direct reports, our bosses or supervisors, board members and even customers and clients. We then contrast their feedback with the way you assessed yourself and use what we learned as a springboard for our coaching engagement. The Centre for Creative Leadership® even offers a customised solution called Benchmarks by Design™ in cases where you or your organisation want to hone in and assess a distinct set of key leadership competencies that are particularly critical for success in your company.
The Leadership Circle Profile® (LCP) provides a detailed snapshot in time, enabling leaders to answer the question: “How are my behaviors and mindset enabling or constraining my intended leadership impact and our business performance?”
HOGAN Assessments
Levering insights about our values as well as the ‘lighter’ and ‘darker’ aspects of our personality for deeper growth and development as a leader.