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Executive Coaching and Leadership Development

We help leaders gain insight into their own contributions to the current state of their organizations. Through our coaching, they increase personal awareness and increase skills in relationship building, communication and professional self-care resulting in improved performance and the ability to quickly respond to changing environments. We also help aspiring leaders develop these skills to prepare them for their future roles. We work with individuals of widely varying educational backgrounds and professions, including executive teams and boards. We are highly effective coaches for executives, managers and supervisors as well as intact work groups and offer the following related services.

• Executive Coaching
• Leadership/Executive Team Development
• Assessment Tools for Leaders and/or Teams

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Facilitation and Training

We assess readiness by analyzing employee surveys or conducting interviews to determine the organization’s strengths and opportunities for improvement. Then, we design a retreat or series of meetings to guide participants through a process to improve relationships, problem-solve the current reality, and/or envision a desired future. We design and facilitate customized, assessment-driven, retreats and workshops. We are known for our abilities in helping people of diverse backgrounds, experience and professional standing communicate better with each other (e.g. physicians, nurses, clerical employees, technicians, supervisors, human resource employees, maintenance workers). We foster an environment where respectful communications can take place. Our consultants take the following steps.

• Meet with the retreat/workshop sponsor and representatives of the entire workgroup to get input from many perspectives.
• Assist in defining the purpose and goals related to an identified business need.
• Design an appropriate structure to achieve the purpose and goals.
• Guide the group through an agenda to accomplish the goals, act as a resource, and help participants address issues in real time.
• Pay attention to group process and dynamics and give specific feedback.
• Help the group develop an action plan outlining tasks, responsibilities and due dates.
• Provide a post-retreat evaluation summary and meet with sponsors to recommend next steps.

Participants give positive evaluations of their experiences and clients report measurable improvements as a result of developing and implementing their action plans. Some of their comments are available here.

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Assessment Tools

We use an array of proven assessment tools for individuals and teams and provide coaching and training to build on strengths and identify opportunities for improvement.

• Emotional Intelligence Profiling (EQ In Action Profile) – Individuals or team members participate in an online profile experience, watching video segments and tracking their own responses. Each member receives a report and a Fitness Handbook. This is followed by coaching and/or classroom instruction to deepen understanding of the results and highlight team and organizational implications. A fitness program is included, providing practices for improvement in areas of choice by participants.
• Myers-Briggs Temperament Indicator (MBTI) – Individual effectiveness within organizations requires personal insight and the ability to leverage personality differences and similarities. The MBTI provides a lens with which to understand and improve interpersonal relationships and team dynamics.
• Information-Processing assessment (I-OPT) – This tool provides insight and operational knowledge in the following key areas: Communication Skills, Change Management, Leadership Style and Emotional Impact Management. Participants find it illuminating and instructive for improving group dynamics leading to better outcomes.
• Team and organization assessment surveys - When indicated, depending on the issues faced by the organization and desired changes, an appropriate tool will be used in assessing the current reality. This is an effective way to diagnose problems and identify opportunities for improvement.
• Conflict Dynamics Profile (CDP) – Individuals or teams complete an online assessment which has 360-degree capability if input is desired from boss, peers and/or direct reports. The assessment provides a powerful way to improve awareness of what triggers disagreement and conflict in individuals as well as how they respond behaviorally. It provides practical solutions for promoting more effective behaviors. This is not to say disagreements have no place but that individuals can choose constructive over destructive behaviors when they occur.

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Consulting and Organizational Development

Change Management

We assess the organization’s readiness for change and help leaders understand and verbalize the purpose of the transition. The following are typical Consultant actions.

• Gather input and help develop communication plan to inform stakeholders and staff.
• Identify and coach key participants in creating an implementation plan for the transition.
• Design ways to build engagement and commitment to the change throughout the organization.
• Develop a plan to train staff on the change process.
• Sustain the change with specific activities.
• Facilitate development of measurement indicators to show progress and plans to share this information with everyone at designated times.

Communication and Interaction Skills

There are both formal and informal communication channels within organizations and these can either promote or hinder effectiveness. Additionally, conflict and personality differences can cause problems among coworkers. GroupWyse Consultants can help in many ways; here are some examples.

• Assess and diagnose current communication strengths and roadblocks.
• Gather perspectives from members of the organization at all levels through in-depth interviews or assessment tools.
• Determine ways of improving communication patterns, both formal and informal.
• If indicated by the assessment, conduct a retreat or workshop to increase awareness of one’s own and others’ communication styles and personalities. Some helpful tools for this step are CDP, MBTI, EQ Profile and I-OPT.

Strategic Planning

Lack of goal clarity is one of the most common complaints we hear from organizational members. Here are some ways we can help.

• Design a systematic process for analyzing and planning for the future.
• Assess strengths and weaknesses.
• Review and develop vision, values and mission.
• Facilitate meetings and other activities to develop involvement and input.
• Coach and guide the design and implementation of a strategic plan.
• Lead a group through a process to solve problems and/or find better ways of doing their work or meeting customers’ needs to accomplish strategic plan objectives.

High Performance Work Teams

Not all work groups are teams and the first step is determining whether people are interdependent in accomplishing their work. If so, and if there is a desire to reach a higher level of performance, here are some of the steps we take.

• Collect data through assessments, surveys or interviews on team performance issues and synthesize the data into themes.
• Feedback data gathered to the team.
• Design a process for enhancing team engagement, commitment and effectiveness while increasing trust and respect among group members.
• Involve significant stakeholders in the process and gain commitment from leaders and members for change.
• Examine and explore interdependencies among organizational units.
• Coach leaders and guide team through an implementation plan, to include ways of encouraging and motivating team members and making the changes sustainable.

Communication and Interaction Skills

There are both formal and informal communication channels within organizations and these can either promote or hinder effectiveness. Additionally, conflict and personality differences can cause problems among coworkers. GroupWyse Consultants can help in many ways; here are some examples.

• Assess and diagnose current communication strengths and roadblocks.
• Gather perspectives from members of the organization at all levels through in-depth interviews or assessment tools.
• Determine ways of improving communication patterns, both formal and informal.
• If indicated by the assessment, conduct a retreat or workshop to increase awareness of one’s own and others’ communication styles and personalities. Some helpful tools for this step are MBTI, EQ Profile and I-OPT.

Systems Redesign, Process and Quality Improvement

Whether you want to redesign your entire organization or just a few processes, we can help! Our Consultants have extensive experience in the field of continuous quality improvement, performance improvement and systems thinking. We help organizations examine their core systems and processes to select opportunities for improvement according to defined business goals. We support all stages of a project life cycle, from concept origination through evaluation, including the following activities.

• Coaching leaders to create a supportive environment for change.
• Aligning current efforts with overall organizational goals.
• Measurement as a means of driving change and considering outcomes for the customer.
• Staff training and development to foster engagement, collaboration and innovation and to provide tools for redesign.
• Analysis and redesign of processes through data collection, benchmarking, and continuous improvement tools.
• Building capacity for internal facilitation of continuous improvement efforts.

Customer Service

Who are your customers? What do they think of the services you offer? Are you meeting or exceeding their needs? These are some of the questions we will help you answer before designing a program to help nurture a customer-centered environment. We will work closely with leaders and employees to increase engagement and implement an organization-wide culture change to improve outcomes and increase customer satisfaction.