Over the years I have enjoyed serving my clients in a variety of ways and I tailor my work to meet individual, team and organizational needs.
I support leadership development in a variety of ways. Some of the common activities are listed below, but what is most important is that the activities address your specific learning needs.
- Design and facilitation of leadership development retreats that meet your organization’s specific needs
- Helping you identify leadership strengths, areas for development, and development of leadership learning plans
- Provision of one-on-one coaching as a follow-up to workshops and retreats and/or on an ongoing basis
- Supporting skill development in critical areas such communication, emotional intelligence, and conflict resolution
- Use of personalized assessment tools such as the Leadership Practices Inventory (LPI) which provide 360 feedback, the Thomas Kilmann Conflict Mode Instrument and the Myers Briggs Type Indicator
I love facilitating team sessions because there is such potential to strengthen individuals, interpersonal relationships, AND teams functioning. I can lead you through a new team start up, help you strengthen the effectiveness of your current team, or assist you with breakthrough in those areas where you are stuck. Facilitation of team building sessions follows a formal or informal assessment of your group’s specific needs. Sessions often focus on:
- Clarifying vision, purpose and goals
- Improving relationships
- Building a foundation of trust
- Working through challenging issues
I draw on traditional team building and planning approaches as well as current models that focus on participatory teams or processes such as appreciative inquiry. I frequently use the Myers Briggs Indicator as a tool to help team members understand and appreciate one another and improve team effectiveness.
In a coaching relationship the entire focus is on you, on what you want in life, and what will help you achieve it. Linda’s clients experience:
- Discovery and enhancement of their strengths
- Clarification of directions and goals that inspire them
- Strategic, personal, and professional actions that meet goals
- More authentic and meaningful lives personally and in their workplaces
- Ideas and strategies to help them build more effective relationships, deal with challenging situations and people, and lead a more balanced and less stressful life
The typical coaching process looks like this:
- Initial meeting: Starting the coaching relationship and developing a coaching agreement. During the initial meeting we talk about expectations and objectives and ourselves to ensure there is a good fit. Then we agree on a coaching framework that works for you – a bundle of four gets you going – and a six month commitment demonstrates your willingness to challenge your current thinking and practices.
- Coaching sessions – by telephone or in person – will focus on your goals, successes, challenges, accountability and learnings.
- Closure: A check-in on the value of the coaching relationship and success for the person being coached. This typically includes a review of successes, challenges, accountability, and learning.