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Executive Coaching

Executive Coaching

Coaching Overview

Developing Top Performers

Your employees want to be challenged. Surveys consistently say that the opportunity for career development is a strong predictor of job satisfaction. If your employees aren’t challenged, they will become less productive or perhaps find other opportunities.

REACH Human Capital offers coaching (or skill building) on many topics, including communication, conflict management, negotiation, supervision, time management, project management, consulting, selecting and managing a consultant, and other topics identified as priority needs with the client. Each coaching program is customized after a careful assessment of current knowledge and skills as well as desired outcomes of the client.

Executive Coaching

Executive Coaching develops leaders who have insight about their strengths and weaknesses (We like to call them Opportunities!) and who are better able to build relationships, effect change, manage stress and hone their skills to benefit the company. Customized programs strive to engage each leader’s intellect, emotions, beliefs and business perspectives, ultimately leveraging their personal development and growth to drive measurable results.

Leaders, employees, and individuals often benefit from using a sounding board, receiving feedback, or being asked tough questions to break free of habits, attitudes, or beliefs that stand in the way of success and growth. Coaching is a process by which the REACH Human Capital consultant facilitates or engages in dialogue with another individual for the desired result of increased individual effectiveness.

The coaching relationship evolves from establishing a purpose and expectations at a standard meeting time and place to a flexible process by which the coach may provide remote support on a less frequent basis. The focus is upon helping organizations meet their business objectives through developing leaders to effect dramatic changes that ensure the desired business outcomes. Different than other types of coaching that may deal with personal relationships and life goals, the emphasis is on leadership behavior change linked to specific, defined business results.

We believe that for coaching to be successful, it is critical to identify and leverage the strengths of the individual receiving coaching. Building leadership capability and capacity is the single, greatest leverage point to change organizational culture, performance and results. Leaders, through coaching, become the individuals who excel – and their impact is for the advantage of their organizations, and most importantly for those they lead.

At REACH, we believe that it is essential for Executive Coaches to meet a stringent set of criteria in both education and experience and that Executive Coaches must hold themselves to the highest standards of ethics and trustworthiness. We also feel that the best coaches are those who are committed to continuous learning and are those who also bring passion and pride to their work. Coaching is about people, their interactions, communication, perceptions and influence.

Where there is a willingness to invest in managers’ and leaders’ development; where the coaching candidates have already demonstrated success and have a desire to continue to learn; and, where executive coaches adhere to the highest and best practices of Executive Coaching, we believe there are always opportunities for growth and for positive, measurable impacts for individuals and their organizations.

Leadership Development

Stronger leaders build stronger businesses.

A successful leadership development initiative begins by taking a close look at where your organization is and where you want it to go. It begins by accurately assessing and pinpointing areas that can be enhanced through learning. It begins with the decision-maker choosing the most appropriate assessment instruments and support services to build and sustain effective leadership at every level of an organization.

The Five Dysfunctions of a Team Workshop

Five Dysfunctions of a Team is a terrific solution to develop teams at all levels within an organization. Through the fable in Patrick Lencioni’s book, The Five Dysfunctions of a Team, participants learn and work through the five critical areas that contribute to team effectiveness – Building Trust, Mastering Conflict, Achieving Commitment, Embracing Accountability and Focusing on Results.

The workshop can be delivered as a half-day workshop or up to 2 full days yet is most effective when positioned as a process over an extended period of time. The tools and resources to deliver this workshop are available through REACH Human Capital (CPI) and include the accompanying PowerPoint Presentation, the assessment, participant workbooks and other ancillary materials. The Five Dysfunctions of a Team participants will take their first steps toward greater cohesiveness and improved productivity! Successful teams build Trust, master Conflict, achieve Commitment, embrace Accountability and focus on Results.

Team Development

Creating a team takes more than putting a bunch of people together in a room and giving them a task.

Successful organizations are dependent upon their teams and team leaders to meet the demands of rapidly changing, resource-strapped environments. Many work groups (functional groups of individual performers) perform effective and impactful work, but few can be considered highly integrated and cohesive teams. If teams aren’t effective, the organization will find it difficult to be either profitable or productive.

At REACH Human Capital, we take an appreciative approach to developing teams. By exploring what is best about a team and their interaction and looking toward what is possible, we can build on a foundation of strength, trust and relationships. The process of building a high performance team requires an environment that allows team members the opportunity for candid interaction in a protected and nurturing environment.

From Our Blogs
Reducing Turnover of Semi-skilled and Unskilled Workers
17  April  |   Post by: Barbara Hermann/Sr. Consultant
I just read an article about absenteeism and turnover in war industries during World War II. A prominent Senator suggested a “work or fight” rule.
Leadership & The State of the American Workforce
10  April  |   Post by: Bill Catlette/ Executive Coach/Partner
What if our leadership was like a gust of fresh air?
Building Business Acumen
09  March  |   Post by: Agnes Pokrandt/Sr. Partner
How much business knowledge exists in your typical workforce? Can the average employee answer basic financial questions, such as, “What is our company’s earnings per share?” or “What is our co
3 Steps to Being More Like the Leader You Always Admired
28  February  |   Post by: Bill Catlette, Executive Coach/Partner
Along the way, we’ve all observed and noted better (I hesitate to use the word, “best”) habits practiced by leaders we have come into contact with. I’m willing to bet that most of those habits
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