Effective leaders help an organization to thrive and be even more successful. As a leadership coach, Catherine works with leaders who want to enhance their effectiveness. She helps the executive to prioritize his or her development needs, to formulate a personal development plan, and then follows through with customized coaching and feedback. Catherine uses a powerful, time-tested approach to coaching:
Catherine works collaboratively with her coaching clients and their superiors to establish objectives for the coaching engagement and identify key stakeholders who will provide 360-degree feedback.
Catherine observes her coaching clients at their workplace and conducts in-depth interviews with key stakeholders to identify skills gaps and critical areas for personal development.
From the feedback data, the coaching clients highlight the areas of strengths and challenges. Together with their superiors they agree upon one or two developmental areas that will provide the most positive benefits for the leader and organization. Catherine guides her coaching clients to formulate a Personal Development Plan with clear performance goals and identify situations that will allow them to practice their newly developed skills.
Over the next 6-12 months, Catherine and her coaching clients work intensively on their selected areas of development. Throughout this process, she guides her clients to crystallize their new behaviors. They will debrief once a week and more often when needed.
To assess the outcome, Catherine solicits developmental feedback from the stakeholders about every 6 weeks during the whole coaching engagement. Success is measured by stakeholders’ evaluation that the coaching client has shown improvement.
The only Asian-American female VP at a Fortune 500 company who worked in an all Anglo-male peer environment needed help to refine her communication skills to collaborate with her peers more effectively. She also wanted to lead her predominantly male team more effectively. Using 360-degree feedback, Catherine worked with the VP to identify personal strengths that would enhance her relationships with all key constituents. Follow-up coaching enabled the VP to crystallize her new behaviors and made her a more impactful leader.