Performance Recovery Coaching is indicated when a knowledgeable, technically proficient and valuable professional has significant gaps in leadership behaviors (typically related to interpersonal or communications skills) and is ultimately having a negative impact on relationships, morale, productivity or turnover. This is a common situation in business, particularly where the push for results creates a tolerance for unacceptable behavior.

At some point, however, patience runs thin as that behavior starts to become too high a price to pay for those bottom line results. Performance Recovery Coaching is a way that organizations can support an otherwise successful individual whose behavior is getting in the way. Frequently, when coaching support is provided, both the individual and others who work with the person are relieved by a new objective perspective and the opportunity to learn and practice more desirable leadership behaviors.

Bringing a new leader on board creates positive expectations for everyone. The organization is hopeful of new directions or accomplishments that the person will bring to the role, and the successful candidate is energized for the new challenge. The reality, however, is that for both parties there will also be an underlying caution: each is wondering if the other party is what it says it is and will do what they say they will do in this important relationship. Once the "honeymoon" is over, and reality sets in, either or both parties can be in for a disappointment. New Leader Assimilation Coaching will help to ease the transition into the new responsibilities, accelerating the assimilation process and identifying and minimizing potential obstacles early on. This gesture of support sends a positive message that you and the new leader are partners in their career success.

Unique issues in New Leader Assimilation:

Promotion of internal candidates can be highly desirable, but can often create challenges of leading former peers, or navigating the relationship waters with other internal candidates who did not get the job. NLA coaching helps the newly promoted manager to effective deal with these and other issues, such as building confidence that they can handle the new challenges, which is an aspect that the individual is not likely to externalize.

External candidates can bring a fresh perspective and set of skills, but may be challenged with the uncertainty of expectations, "fitting in," and getting a handle on the corporate culture and the inevitable "political landscape." NLA coaching as a part of the executive offer sends the message that your organization recognizes that there are real challenges and concerns, even for the most talented and capable professional who is entering your organization from the outside.

High Potential  / Career Acceleration Coaching

With talent management and retention being of highest consideration, employers must have a process to evaluate and support the up-and-coming rising stars. There are several reasons to consider HP coaching. We have all experienced managers who are technically competent, but not highly functioning in terms of interpersonal and leadership behaviors. HP coaching helps your rising stars to have the opportunity for extreme self knowledge and self-reflection, aligning who they are (including their values) into what they do. The result is managers who are better equipped to be authentic leaders who not only understand but practice desirable behaviors for leading and coaching others.

High Potential Employee Coaching can be implemented at the individual or group level. (Note: the group program is a combination of group facilitation and individual coaching for greater impact.) Presented to no more than twelve at one time, our group process is not only more cost effective, but it creates the opportunity for critical relationship building through this common experience and interactions. This plants the seeds for your future leadership team to have developed important cross-functional relationships that can minimize or eradicate the "silo" syndrome.

Leadership Team Coaching

In any leadership team there will be varying strengths and levels of self-awareness which will impact how well (or not) that team works together. When leadership coaching is approached as a team-building process, then there is greater opportunity for synergy to occur between and among the individuals. Inter-personal conflict, power plays and other undesirable behaviors at the leadership level can be minimized or prevented through greater understanding of self and peers, focusing on the common mission and results that they desire to reach together.

Relationship Recovery Coaching

Differing personalities, styles, values, assumptions and prejudices, can collide in the workplace creating conflicts, bad feelings, and sometimes sabotaging behavior. This situation is exacerbated by the fast pace and stress that professionals are experiencing as businesses vie for greater market share and profitability.

When co-workers don’t get along, others, including management, feel helpless to do anything about it, except to distance themselves as much as possible. Productivity and morale suffer, as does profitability. The cost of conflict in organizations is a slow leak that does not show on the financial reports, but, like the cost of turnover, is very real.

The Relationship Recovery Coaching’s goal is to get both parties to a place where they can agree to work together respectfully and effectively toward the desired business goals.

Pathfinders also offers a wide range of coaching services for performance enhancement.  This information is available upon request.  Please call the local office for a list of these services.