Coaching is a highly effective tool for personal and professional growth that focuses on a goal and explores new ways of thinking and operating to help reach your goal, sustainably. Over 100 studies have found coaching is effective in goal attainment and efficacy at work.
We are a small team of coaches led by Adelma Hand, MBA, PCC a highly experienced Leadership Coach who has worked with high performing leaders in professional services (law, finance, consulting), tech and small business for 10 years to deepen their impact as leaders.
Typical goals center around
- Business Development
- Self Management & Emotional Intelligence
- Addressing Feedback
We believe people are at their best when leveraging strengths and values. For clients who want deeper insight and faster results, we also offer standardized assessment tools like Hogan, EQ-I 2.0, EQ 360 or custom 360’s to laser focus on key development areas.
Fit and trust are a must for effective coaching. If you are interested, please reach out for a chemistry check.
As you know, change takes time. We start by setting goals that are meaningful to you. This is something that you are committed to becoming. Commitment is very important.
Then we meet regularly to explore current and new perspectives, habits and ways operating to meet your goals. Between sessions, your work is to try them out in your life, noticing what works and adjusting what does not work. This is where the true change occurs. Overtime, you will be operating in a new way that supports your goals.
The typical program is 12 one hour sessions that meet at a regular time every week or two weeks via zoom or phone. We offer in person sessions in NYC and the northern suburbs where possible.
Situation: Somewhat overwhelmed, s/he may be reacting to the needs of the day. While they are learning on the job, they may not be giving teams what they need which can lead to lack of engagement and attrition.
With coaching or an LDP, they are able to step back, consider what’s important and the values, strengths and habits they bring to the table. From here they can proactively respond, creating new behaviors and strategies, inspiring or supporting teams.
Result: High functioning leader with engaged, productive teams.
Situation Takes on too much without delegating, creating bottlenecks, frustrated teams and possible burn out. Can also get lost in the weeds and struggle to be strategic. What’s going on? Often there is a belief or value at play that is no longer serving them.
With coaching, they can see the pattern and create new habits that better serve them and their career before it’s too late.
Result: More balanced, strategic leader with strong, engaged teams.
Situation: As lawyers progress toward making partner, great technical skills are just the starting point. Relationship building, navigating organizations and building a practice are also required.
With coaching: How can they carve out time to do this and find their personal playbook?
Result: Strategic, well-connected partner leveraging their full skill set.
Situation: A person is perceived as too strong and off putting with certain people or too soft to be a leader. What’s going on here? Often unseen habits and/or beliefs are getting in the way of the relationships they want to build.
With coaching it is possible to both catch these in the moment before blow ups occur and learn to communicate more effectively.
Result: Strong, respected leader with better relationships.
Situation: After a long challenging business climate, a top leader is exhausted and on the verge of quitting.
With coaching we can help them to replenish, address underlying beliefs and then put in place strategies so the cycle doesn’t repeat.
Result: More vibrant leader who is there for the long run.
Situation: A leader finds their company undergoing rapid growth or change that may be impacting culture and even causing attrition.
With coaching allows leaders to take a step back to identify what type of culture they value, then play with language and actions that shape the desired culture.
Result: A more loyal, flourishing company culture.
Coaching Effectiveness Research
1. The effectiveness of workplace coaching: A meta-analysis of learning and performance outcomes from coaching Rebecca J. Jones, Stephen A. Woods, Yves R. F. Guillaume Journal of Organizational and Occupational Psychology 15 April 2015
2. Meta Analysis – Coaching as a Developmental Intervention in Organisations: A Systematic Review of Its Effectiveness and the Mechanisms Underlying It S. Glover, A. Furnham PloS One. 2016;11(7), e0159137. pmid:27416061
3. Luthans F, Peterson SJ. 360-degree feedback with systematic coaching: Empirical analysis suggests a winning combination. Hum Resour Manage 2003; 42: 243–256. AND Ladegard G, Gjerde S. Leadership coaching, leader role-efficacy, and trust in subordinates. A mixed methods study assessing leadership coaching as a leadership development tool. Leadersh Q 2014; 25: 631–646. AND Biggs A, Brough P, Barbour JP. Enhancing work-related attitudes and work engagement: A quasi-experimental study of the impact of an organizational intervention. Int J Stress Manag 2014; 21: 43–68.
4. De Meuse KP, Dai G, Lee RJ. Evaluating the effectiveness of executive coaching: beyond ROI? Coach Int J Theory Res Pract 2009; 2: 117–134.