1.       Create a clear picture of NOW.  This panorama could include values, vision, self assessment, and a view from others.

2.       Create a clear picture of SUCCESS.  Define specific goals and the measures of success for the goals.  What is the desired future?  How will you know when you’ve reached it?  This includes being very clear on who else needs to be involved.  Key people in organizations – boss, staff and peers being involved increase the likelihood of sustainable change.

3.       Roll up our sleeves and let the action begin!  The work of creating meaningful and sustainable change is done together.  Sessions are fit into busy schedules.  Current real situations from work and life are used to deepen the learning and forward the action of reaching the goals.

4.       Closure, evaluation, and next steps.  There is a structured process to bring the coaching to an end, an evaluation for learning for both of us, and the creation of next steps to continue the new practices and learnings.

How Long:

Packages are 3, 6 or 12 months.  The intention is to have regular and frequent coaching that fit busy schedules initially.  This allows people to benefit from the velocity and focus that coaching offers.  These sessions can be face to face, phone or a combination, with check-ins via email or phone.  After the initial work, the person, situation and need then determine the frequency of coaching.

Who Can Benefit?

Managers and Leaders in New Roles:  35 to 40 % of managers and leaders in new roles fail in their first 18 months.  It costs their organization an average 2.5 to 3 times their salary.  Past successes may have gotten the person the new job, yet it takes new skills and perspectives in a new role. Through a structured process, each person applies the right tools, focus and savvy necessary to thrive in the new role for their unique situation.  Set leaders and their teams up for success from the very beginning.  Please click here for more details. New Roles, New Responsibilities, New Challenges


Senior Managers:  Executives and senior managers have the most impact on the organization, yet often are the most isolated. Seldom do they have an ally who is willing to tell the truth, be a sounding board for their ideas and help them move “good intentions” into successful and completed actions. Leveraging where an individual is now, learning and growth is key for continued success.


Women:  Women comprise over 50% of managerial, professional and related positions, yet the numbers in key leadership roles are few.  In fact, in some cases the numbers are going backwards.  It is to everyone’s advantage to leverage their presence and talents in corporate America. We provide the tools and frameworks successfully deal with the unique challenges and perspectives women bring to the workplace.


Emerging Leaders:  A very challenging transition is from an individual contributor role to managing people. It can be exiting and frustrating simultaneously.  Learning and applying the skills and the mindset is critical for people to manage people, their teams and their careers effectively.


Research Results

Companies that provided coaching to their executives realized improvements in productivity, quality, organizational strength, customer service, and shareholder value according to a recent study. They received fewer customer complaints, and were more likely to retain executives who had been coached.


In addition, a company's investment in providing coaching to its executives realized an average return on investment (ROI) of almost six times the cost of the coaching.


Among the benefits to companies that provided coaching to executives were improvements in:

  •  Productivity (reported by 53% of executives)
  • Quality (48%)
  • Organizational strength (48%)
  • Customer service (39%)
  • Reducing customer complaints (34%)
  • Retaining executives who received coaching (32%)
  • Cost reductions (23%)
  • Bottom-line profitability (22%)


Among the benefits to executives who received coaching were improved:

  • Working relationships with direct reports (reported by 77% of executives)
  • Working relationships with immediate supervisors (71%)
  • Teamwork (67%)
  • Working relationships with peers (63%)
  • Job satisfaction (61%)
  • Conflict reduction (52%)
  • Organizational commitment (44%)
  • Working relationships with clients (37%)
  • Are you facing a new challenge or opportunity that requires a different way of thinking, a change of behaviors or an attitude adjustment?
  • Is there a gap between where you are and where you need to be?
  • Do you know what your strengths are? And how to capitalize on those strengths?
  • Do you know what holds you back?
  • Do you know what is limiting your own success?
  • Are you creating and preparing the future you want?
  • Are your skills taking you successfully into the future?
  • Are you ready for your “good intentions” to become “completions”?

“Linda’s coaching approach is insightful and straightforward. I’ve discovered a tremendous amount about myself and others in our organization. As a result, I’ve improved my effectiveness by tenfold.”  Dave Gottlieb, CFO, CityPark


“Linda has counseled me on business situations many times. It is always an eye opener to me how much she perceives in an hour or two and how incredibly insightful she is about not only the situation I describe but more importantly my place in it and how to best think about what I can to do for a positive outcome. Linda causes introspection. Try it. You too will be amazed in a very good way.”Dave Woodward, President & CEO at LightSwitch Safety Systems, Inc.


“At the most basic level, coaches serve as suppliers of candor, providing leaders with the objective feedback they need to nourish their growth. Coaching gets executives to slow down, gain awareness, and notice the effects of their words and actions. On a larger scale, the best coaching fosters cultural change for the benefit of the entire organization. It provides a disciplined way for businesses to deepen relationships with their most valued employees while also increasing their effectiveness.” Harvard Business Review, November 1, 2004

Top Ten Reasons Why An Executive Hires a Coach – Here are the top ten reasons executives hire coaches. 


How Women Succeed:  Women in Business: A Snapshot
  • Consistently exceeding expectations
  •  Successfully managing others
  •  Developing a style with which male managers are comfortable
  • Having a recognized expertise in a specific content area



The probability of completing a goal:

  • Hear an idea 10%
  • Consciously decide to adopt it 25%
  • Decide when you will do it 40%
  • Plan how you will do it 50%
  • Commit to someone else you will do it 65%
  • Have a specific accountability appointment with the person committed to 95%

 Want to complete a goal? Commit to a coach!

For more information