Human vision, interaction and commitment drive an organization's performance... and they improve with coaching.

How does
organizational coaching work?

Creating a strong alliance…
When an organization partners with a coach, the strength of the alliance comes first from the nature and quality of their relationship.  I speak to what I bring to this alliance in my commitment to my clients.  As in sports, it is only through the client that a coach's contribution comes to life.  The components of this contribution in organizational coaching can be described as:

Assessment & discovery...
As in one-on-one coaching, a coach brings new eyes and new questions, helping an organization see itself and it's future in new ways.  For example, coach and client may explore,

• What brings this organization to life?
  
• Where is organizational energy stuck?
  
• What conversations are (or aren't) happening to effectively keep people connected and on target? 
  
• Is the organization's mood generative of the results it desires?
  
• What new capacities would enable the organization to move forward?
  

Based on the insights gained from this assessment, a customized learning plan is developed. It is constructed from coaching distinctions that will most powerfully address the organization's needs and it establishes a common internal foundation for organization change.  Learning plans can include:

• Interactive presentations, seminars or retreats
  
• Follow-up individual or group coaching to clarify and assimilate key distinctions
  

The only way to unleash the power of what is learned is to put it into meaningful action.  It is from action that new capacities develop, and through new capacities that  an organization can generate a more powerful future.  Action plans can include:

• Identification of key outcomes (based on organizational objectives)
  
• Design of new practices and workplace application of coaching distinctions
  
• Individual and group coaching
  
• Periodic learning reports
  

A coach brings new eyes and new questions

• How is coaching different from traditional consulting or training?
  

• What are the underpinnings of this work?