[Working with Mike] was a wonderful step for me. It came at the time that I went from staff to management and helped me to define for myself what my leadership role should be.
If the congruence between person and environment is not present, then more creative solutions are needed. These are some of the ways that I work with individuals:
Long before a coaching fad came into the executive marketplace, I was teaching kids how to blow bubbles in the swimming pool and helping top ranked athletes refine competitive swimming strokes. I love coaching. I enjoy strategizing so that individuals can be more effective in their work environments. The work here is surgical; I identify issues and introduce specific interventions. I take on very few clients at any given time so that I can be fully present and on call. Typical engagements are six sessions over the course of two months.
While I believe self reflection trumps a scientific approach to enhancing executive performance, assessments can be helpful to get conversation started. I occasionally employ these popular tools as a means by which to identify thematic issues. I can review and use the assessments your organization has already conducted, or I can administer a wide array of assessments.
I work with the individual to identify leadership traits that have positively impacted the organization; then, we discuss how to cultivate talent “on the bench” so that, upon the individual’s departure, the organization can continue to grow. Most executives I work with really care about their organizations and want to assure that what has been created during their tenure is not lost after the retirement party.
An extension of succession planning is the executive’s legacy. Often, the heart and soul of an executive’s perspective is not found in strategic plans or SOPs. I help executives articulate their wisdom in the form of a manuscript which can be shared with employees, as well as family and friends.