Organizational Client Emphasis - Coaching For Redirection, Improvement and Correction
Often, internal change is driven by external events. We change, not because we want to, but rather, because we must. We diet and exercise - after we become ill. We arm ourselves, our homes, and our country - after we are attacked. OSHA issues guidelines and standards - after there has been litigation, injuries and fatalities. Corporations and organizations mobilize to focus on execution, mentoring, leadership, efficiency, service, and a motivated corporate culture- after they have lost market share, customer loyalty, employee moral, and big profits. Executives, leaders, and people of power attempt dramatic personal and professional realignment - after avoidable mistakes, hubris, ignorance, arrogance, or negligence have brought them (and those who depend on them) face-to-face with disaster and the loss of all they have worked for.
In these types of situations, external coaches can assist organizations in helping key executives and managers redirect, adjust and improve their performance and increase their real value. Effective executive coaching can significantly help key people who are floundering; who have lost their direction and their ability to lead; who compromise or inadvertently sabotage the goals and mission of their team; who have sexually harassed a co-workers or subordinates; who victimize others by being unable to control their anger or their authority; who damage the organization�s relationships with vendors and internal/external customers because of a destructive interaction style; and who, through inexperience and a provincial view of the world, place themselves and others at risk while traveling domestically and abroad.
Coaching at this level and in these types of situation can be categorized as a professional intervention, and fall under four general categories:
Category 1: Strategic Redirection - usually for senior executives who must learn to realistically consider and appreciate the long-term effects their personalities, actions, egos, and world-view have on their ability to lead their profession, their organization, their business, and those in their sphere of influence.
Category 2: Growth and Improvement - for supervisors and managers who must do a better job of problem solving, supervising, team-building and leading in times of stress, change, merger, acquisition, growth and/or downsizing.
Category 3: Correction - for problematic employees who have skills and knowledge that are of great potential value to the organization, yet compromise their ability to contribute through negative or destructive behaviors and attitudes. Topics often include; harassment, anger management, social skills and verbal/non-verbal communication, cultural sensitivity, and alienating behaviors.
Category 4: High-Risk - for high-risk Human Resource cases that may, involve legal, government, or police intervention, and the threat of violence, directed either from, or towards, the employee.
To contact Edmond Otis for a free initial coaching consultation or for more information: Call 760-612-7029 Or write: edmond@edmondotis.com