Individual Coaching

Advising Individuals for Professional Leadership

As a social psychologist with business experience, John has the knowledge and experience to assist your organization’s needs. Your first contact with him will give you the basic understanding of the benefits of coaching. He will provide you with an overview of his approach plus a roadmap of the technology, tools and the process he uses when coaching individuals. He will be able to advise your employees either in person or remotely. Zoom meetings are routinely arranged.

He understands how individuals often feel coerced into adapting to their company’s culture thus putting them into a double-bind situation. Organizations often present numerous contradictions for employees to deal with. We repeatedly hear: “My boss expects me to work collaboratively in my team while simultaneously the company has established a system that rewards individuals at the expense of teamwork.”

The human tendency is to put Self in the center of our social environments. This inclination often leads to over-evaluating one’s own relative importance. The tendency also leads to under evaluating the importance of others. The dynamic is particularly detrimental to the leadership roles of managers and with team leaders. John has the tools to help you sort out what is fact, perception, and misperception. We believe we can make these matters “crystal clear” to you. We take pride in demonstrating how vital coaching and advising employees can be to the individuals in your organization. We regularly utilize leadership and personality assessments to establish a solid base before proceeding with the coaching work. You will become more aware of your strengths, understand your internal conflicts, and will begin to address the issues you face. Many issues are organizational and some are personal. One vital relationship in the workplace is the boss and the employee. Whether you are the supervisor or the employee, mutual perceptions are often vastly skewed. The power differential in the relationship frequently figures into the equation causing low performance and demotivated employees. Common situations in which one-on-one advising is recommended Learn More

Common Situations

  • Prepare managers for leadership roles
  • Overcome compulsive, damaging behaviors
  • Interrupt the vicious cycle between a negative superior and subordinate
  • Improve effectiveness as a project leader
  • Moderate eccentric or egotistic behaviors
  • Prepare for higher job grade
  • Learn potential harassment and discrimination behaviors
  • Create a work environment with equality and respect

Individual Assessment – Leadership and Psychological

  • Character, Drivers and Risk Factors – a 3-dimensional leadership assessment to assess motivation and potential career risk factors
  • Myers-Briggs Inventory identifies communication and cognitive styles while also appreciating the differences colleagues may exhibit
  • Thomas-Kilmann Conflict Assessment identifies 5 differing styles to manage conflict

Protocol For Coaching Clients

  1. Identify needed knowledge and skills for the job
  2. Focus on strengths and abilities
  3. Review job responsibilities and accountabilities
  4. Explore desired behaviors and values in the job
  5. Create a mutually acceptable plan forward
  6. Track success and feedback results
  7. Maintain privacy, confidentiality and respect