What is developmental change?

  • Development is about both external and internal change. Outer, or horizontal, change pertains to developing new skills and competencies in order to achieve our goals, to deliver results, and to be more effective in the world.
  • Inner, or vertical, change is about developing meaning and fulfillment in our lives. When we begin to ask the question “To what end?” we gain clarity about “Who am I?”


What is embodied learning?

It is not enough to read a book about learning how to play the piano or to speak effectively in public. Research has shown that our brains are elastic and that new neural pathways are formed throughout our lives—whether we are 8 or 98. We need to practice these skills so that any new learning is impressed upon our bodies at a cellular level. It is only through practice, and the resulting neurological change, that true learning takes place.

What is the process for executive coaching?

One-on-one executive coaching typically entails the following progression:

  • Understanding the Context: Initial meeting with executive and company sponsor to determine the team situation, business context, and goals.
  • Understanding the Executive: In-depth interview with the executive to understand his perspective on the world in which he works, his commitments, and his leadership style.
  • 360-Degree Interview: A “360-degree” assessment of the executive’s key stakeholders, which might include a manager, peers, direct reports, customers, and suppliers.
  • Assessment and Custom-Designed Program: The coach makes an assessment and designs a customized program encompassing mutually agreed-upon Purpose and Intended Outcomes. Practices, exercises, reading, and other resources are tailored to the executive.
  • Executive and Sponsor Alignment: Key themes and program shared and appropriate changes made so that all are committed to an agreed-upon outcome.
  • Individual Coaching: Typically 3 hours of coaching per month (over a 6-to-12-month period) covering urgent concerns and long-term competencies, with a goal of leaving the executive more self-aware, competent, and fulfilled. Ideally these meetings are in person and/or via the telephone and Skype.
  • Mid-Program Review: Coach formally reviews current progress and intended outcomes with executive and sponsor, course-correcting as needed.
  • End-Program Review: Coach formally reviews the actual and intended outcomes with executive and sponsor, and successes are acknowledged and celebrated. Executive continues to develop on his own and/or contracts for another period of coaching.

For more information about executive coaching, please contact us.

What is the process for personal coaching?

One-on-one personal coaching typically entails the following progression:

  • Understanding the Client: In-depth interview with the client to understand her perspective on the world, her commitments, leadership style, dreams and goals.
  • Assessment and Custom-Designed Program: The coach makes an assessment and designs a customized program encompassing mutually agreed-upon Purpose and Intended Outcomes. Practices, exercises, reading, and other resources are tailored to the client.
  • Individual Coaching: Typically 3 hours of coaching per month (over a 6-to-12-month period) covering urgent concerns and long-term competencies, with a goal of leaving the client more self-aware, competent, and fulfilled. Ideally these meetings are in person and/or via the telephone and Skype.
  • Mid-Program Review: Coach formally reviews current progress and intended outcomes with client, course-correcting as needed.
  • End-Program Review: Coach formally reviews the actual and intended outcomes with client, and successes are acknowledged and celebrated. Client continues to develop on her own and/or contracts for another period of coaching.

For more information about personal coaching, please contact us.

What is the process for Team Development?

  • Understanding the Context: Initial meeting with management and team leader to understand team situation and business context.
  • Assessment of Team Dynamics: In addition to evaluating the team’s patterns and how members communicate with one another, summarize key outcomes of the team development project.
  • Assessment of Individuals: Understand each team member’s goals, strengths, and development opportunities.
  • Custom-Designed Program: Program designed for individual team members and team workshops.
  • Management and Team Alignment: Key themes and program are shared and appropriate changes made so that all are committed to an agreed-upon outcome.
  • Individual Coaching: Typically 3 hours of coaching per month (over a 6-to-12-month period) to address urgent concerns and long-term competencies, with a goal of leaving the leader more self-aware, competent and fulfilled. Ideally these meetings are in person and/or via the telephone and Skype
  • Team Coaching: Typically a half-day per month on topics aligned with agreed-to team outcomes and using a facilitated process for experiential learning.
  • End-Program Review: Coach formally reviews actual and intended outcomes with team leader and team, and successes are acknowledged and celebrated. Team takes lessons into next assignment and/or contracts for another period of coaching.

Please contact us to discuss other short-term assignments, including one- and two-day workshops for mission, strategy development, and/or culture change work.