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Executives typically follow a standard process when defining their vision, strategy, operational priorities, and organizational structure. The approach is adequate most of the time. However, there are times when transformational change - challenging the very fabric of the business is required... CONSULTING SOLUTIONS Transformation Consulting Executives typically follow a standard process when defining their vision, strategy, operational priorities, and organizational structure. The approach is adequate most of the time. However, there are times when transformational change - challenging the very fabric of the business or a functional area - is required to ensure its future viability. Often, these changes are dramatic and can be extremely disruptive if not managed effectively. Our pragmatic, no-nonsense Transformation Advisors skillfully guide executives in understanding and addressing their critical business challenges head-on. Whether focused on business strategy, organizational design, operational planning, capabilities development, workflow design, or process management, we provide the consulting and execution support necessary to realize the benefits of transformational change. Schedule An Introductory Call

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Make no mistake about it, business professionals, at all levels, periodically experience bouts of self-doubt and anxiety. Nothing brings these periods of critical self-reflection and analysis on quite so quickly as when significant career challenges are encountered. CAREER CHALLENGES Make no mistake; business professionals at all levels periodically experience self-doubt and anxiety. Nothing brings these periods of critical self-reflection and analysis on quite so quickly as when significant career challenges are encountered. The fear of losing a job , losing a job , a lousy work assignment , and being passed over for promotion are common adverse triggering events. Conversely, positive events can also be triggering, including landing a new job and managing others who were previously peers . In challenging times, some professionals obsess over minutia and every career-related decision. Others focus exclusively on situational factors in search of answers and understanding. And still, others look internally for insight and solutions. Some coping mechanisms are helpful, and others are ultimately self-defeating. Regardless of the initial approach taken, most professionals benefit tremendously from the objectivity, insight, and guidance provided by our experienced Executive Coaches. We work closely with clients to craft and execute personalized Career Roadmaps using proven coaching techniques and targeted psychological assessments. Some of the more frequently reported career-related challenges are outlined below. Do any of them look familiar? Might you benefit from some focused Executive Coaching? Engage Your Coach Today I Keep Getting Passed Over For Promotion Employees who struggle to get promoted often assume that their careers have stalled and drastic action is required to advance. Rather than stagnate in their current role, they opt to "jump ship" and join another company. In some cases, this is the right move to get their careers back on track. However, more often than not there are legitimate reasons why advancement is not forthcoming. Read More... I Just Got A Lousy Work Assignment Even the most engaged and industrious employees resent the assignment of tedious and monotonous tasks. Who can blame them? Often the situation is unavoidable, but troubling questions still abound. Why was I selected to do this? Did I do something wrong? Am I being punished? How do I get this task reassigned? We have all been there and know how it feels - lousy! Read More... I'm About To Get Fired We all seek to maintain control over our careers. Organizational restructuring efforts, change initiatives, strained manager relationships, and unrealistic performance goals can challenge your sense of control and value. You don't want to be fired, downsized, or let go. As uncertainty in the job increases and stress levels skyrocket, your job security becomes of paramount concern. Read More... I Just Lost My Job After many successful years in a major corporation, it finally happened - you were let go! You have seen many of your colleagues "transitioned out" of the organization, and now it's your turn. Your sense of anger, betrayal, and disappointment is overwhelming. You are not sure how to behave or feel - you put a brave face on things. Read More... I Just Landed The Job, But Don't Know Where To Begin So you got the job and "What do I do now?" is the question foremost on your mind. At first, you ask it in jest, but after a few days on the job when pressures of the new role become ever more apparent, finding a satisfactory answer to this question is not as easy as it sounds. Read More... I Now Manage My Peers And I Am Having A Hard Time As difficult as it is to be successful in a new leadership role, things quickly get complicated when you are asked to manage those who were previously your peers or superiors. A whole new set of problems enter the manager-employee equation in these situations. Training is rarely provided to help navigate the unique and trying challenges that will no doubt encountered. Read More... If any of the above sound familiar, and you are open to critically evaluating and getting your career back on track contact us now. You will be glad you did! Schedule An Introductory Call

While Executive success is heavily dependent upon the ability to build, empower, and support high-performing teams, many leaders struggle with team dysfunction and the resulting low productivity. Teams often falter because the desired norms and behaviors are not adequately articulated and modeled... TEAM COACHING Building High-Performing Teams While Executive success is heavily dependent upon the ability to build, empower, and support high-performing teams, many leaders struggle with team dysfunction and the resulting low productivity. Teams often falter because the desired team norms and behaviors are not adequately articulated, modeled, and rewarded. One or more of the essential building blocks of cohesive high performing teams, which include trust and respect, communication, constructive conflict, commitment, accountability, is absent. Team members sometimes struggle to navigate successfully the predictable Forming, Storming, Norming, Performing, and ultimately, the Adjourning stages of team development. They often encounter issues at each development stage that benefit from focused coaching and support en-route to becoming a high-performing team member. Don't let your team falter - engage an experienced Team Coach today. Schedule An Introductory Call Team Development Behavioral Norms Productive Conflict Accountability Employee Engagement Conflict Management Performance Management Schedule An Introductory Call

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As difficult as it is to be successful in a new leadership role, things quickly get complicated when you are asked to manage those who were previously your peers or superiors. A whole new set of problems enter the manager-employee equation in these situations. Training is rarely provided to help... I NOW MANAGE MY PEERS As difficult as it is to be successful in a new leadership role, things quickly get complicated when you are asked to manage those who were previously your peers or superiors. A whole new set of problems enter the manager-employee equation in these situations. Training is rarely provided to help navigate the unique and trying challenges that will no doubt encountered. Your direct reports likely fall into one of three categories: Advocates, Detractors, or Fence-sitters. All of which need to be identified and appropriately engaged and managed if you are to succeed. It is relatively easy to work with Advocates. They are your supporters and want to see you do well. They err on giving you the benefit of the doubt and look for the positive in everything you do. They are likely your most manageable group. Detractors include those who think that they should be the leader. They question whether you possess the necessary maturity, skills, and experience to lead the group. They actively seek confirmatory evidence to support their opinions. What's more, they are quick to tell others about your mistakes, missteps, and shortcomings. They may resist or work against you, overtly or covertly. They are tough to manage and difficult to convert to Advocates. You may struggle with whether it is worth the effort to keep them around. The Fence-sitters are often cautious or disengaged and take a wait and see approach. They do not give you the benefit of the doubt, nor do they actively work against you. Some never move from this non-committed fence-sitter state, but most gradually transition into either the Advocate or Detractor role. You are well aware that you should spend time strengthing your relationship with the fence-sitters to convert them to Advocates. But this is easier said than done. Being the boss is a very lonely place, and placing professional boundaries on the relationships with those who were your peers or superiors is extremely difficult. This loneliness is particularly challenging when you have assumed significant management responsibility for the first time. Who do you turn to for advice? Who do you trust and count on? Why have your relationships deteriorated? These are questions that you may struggle to answer. Our Executive Coaches work with you to craft realistic, actionable leadership plans. As independent and objective advisors, our Executive Coaches will help you engage and motivate employees en route to developing a high-performing team. And, perhaps more importantly, help you make the right decisions regarding how best to handle those who can't or won't get with the program. Schedule An Introductory Call "Training is rarely provided to help navigate the unique and trying challenges encountered when you are promoted to manage your peers"

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Schedule introductory video conference call with Paul Gillard PhD to share your planning facilitation needs and to learn more about our processes and capabilities. INTRODUCTORY MEETING Please select a 30-minute timeslot for our introductory video conference call (TEAMS). I look forward to learning more about your needs and sharing some insights about our processes and capabilities. Planning Reference Materials Capabilities Overview Planning Templates Success Stories

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Employees who struggle to get promoted often assume that their careers have stalled and drastic action is required to advance. Rather than stagnate in their current role, they opt to "jump ship" and join another company. In some cases, this is the right move to get their careers back on track... I KEEP GETTING PASSED OVER FOR PROMOTION Employees who struggle to get promoted often assume that their careers have stalled and drastic action is required to advance. Rather than stagnate in their current role, they opt to "jump ship" and join another company. In some cases, this is the right move to get their careers back on track. However, more often than not, there are legitimate reasons why advancement is not forthcoming. Endless self-questioning and second-guessing of past events occur when one has been passed over for a promotion . It can be very difficult to move beyond an overwhelming sense of resentment and rejection. Employees at all levels are often blind to their professional weaknesses and the degree to which these gaps are recognized by others. They simply have not received the developmental feedback necessary to understand and create a development plan to address their shortcomings. Their direct manager has done them a great disservice. Five simple questions can help assess whether your career is on track or going off the rails. Do you have regular discussions with your manager about your career goals and development needs? Have you used employee engagement surveys, personality assessments and/or 360-Degree feedback instruments to capture critical and actionable feedback regarding your development opportunities? Have you conducted an honest assessment of your goals, strengths and development areas of focus for the next 12-18 months? Do you have a written plan of action to address your development areas of focus? Have you achieved observable improvements in the targeted developmental areas of focus over the past 3 months? If you answered YES, to all of the above, you appear to be on the right path and are managing your career effectively. Good job! If you answered NO to any of the above, you may be at risk of ignoring, stalling or derailing your career. You may benefit from our Executive Coaching support. We will provide the objective assessment, insight, and guidance necessary to get your career back on track. Schedule An Introductory Call