ORGANIZATIONAL SYSTEMS COACHING/ Executive Coaching

People who are successful by socioeconomic standards get so much positive reinforcement that they honestly believe they don't need to change their behavior. When a top-level executive takes the stance of, "I've got it all together," it's common for direct reports to imitate that behavior, and soon you have an entire organization full of people whose professional growth is over. The mentality of "I don't need to change," then permeates every department, and it's no wonder change becomes so difficult.
As executive coaches, it's our job to work with top-level people to help them let go of the very behaviors that they often misperceive as the source of their success. Imagine an organization full of people willing to look at changing themselves, people who recognize that vulnerability is not a weakness, but a source of opportunity and power.
We start the coaching process by helping you identify your ideal life. Then we determine any barriers that might get in the way. It helps to get multiple perspectives on what's stopping you, so we identify any behaviors that aren't working.
We do this by asking the stakeholders in your life what behaviors they'd like to see.  We don't ask them to focus on your deficits and pick you apart. Instead, we ask them what's possible, what are their hopes and dreams for you. You get 360° feedback from people who are in a position to give valuable feedback, and usually that means your manager, your peers, and your direct reports, but sometimes it's appropriate to ask customers, colleagues, friends or family to invest in your future.
The feedback becomes a resource for designing your blueprint for long-term success.  Together you and your coach write a strategic development plan for improvement, which focuses on two or three areas you'd like to change. Once you establish your desired future, the focus is on changing the present, rarely revisiting the past.

We don't coach people who have no desire to change, nor do we coach people if we suspect the manager's real desire is to let the executive go! We only coach you if:
-Your manager is upfront and willing to discuss why coaching is a good investment
-You're sincerely committed to your professional development and the process of coaching
-Great chemistry is created between you and your coach
-Confidentiality between you and your coach is agreed on, so that you decide what and with whom to share your progress
-You're serious about creating a great future!

The Leadership Circle Profile™

A transformational tool that connects patterns of action with habits of thought
The Leadership Circle Profile is a true breakthrough among 360-degree assessments. It is the first to connect a well-researched battery of competencies with the underlying motivations and habits of thought. It reveals the relationship between patterns of action and the internal assumptions that drive behaviour.
TLCP goes to the source of behaviour to get greater leverage on change. TLCP integrates all this information in a way that brings the key issues to the surface instantly. It immediately gets your leader in touch with what is working, what is not, and why!
In most organizations, this treasure trove of information remains buried. TLCP makes it easily accessible while it creates a foundation on which change can occur at a deeper level and a sustainable pace.
The Leadership Circle Profile Benefits:

• More Revealing- The Leadership Circle Profile (TLCP) is the only leadership 360 assessment that connects patterns of behaviour with habits of thought.
• More than just an assessment - the rich theoretical underpinnings of TLCP provide a pathway to transformation. No other assessment of this type offers this.
• More Efficient- It allows the coach to start at a breakthrough point with a leader rather than spend months trying to reach one.
• More Dynamic - HR professionals, leaders, and seasoned consultants/coaches, consistently report that TLCP facilitates authentic, breakthrough results.
• Widely Accepted - TLCP is truly world class and used by a vast number of leading local, national, and international organizations, and government departments.

The Leadership Circle Profile, Workshops, and Cultural Survey were developed and are owned by The Leadership Circle™.