Individual Coaching

Advising Individuals for Professional Leadership or for Personal Development As a social psychologist with business experience, I have the knowledge and track record to assist you and your organization with one-on-one coaching. I am able to advise your employees either in person or remotely. Do you realize the benefits to your team or organization when key members participate in one-on-one coaching? You may request a roadmap of our technology, tools and processes. We understand how individuals often feel coerced into adapting to their company’s culture thus putting them into a double-bind. Organizations often present numerous contradictions for employees to deal with. We repeatedly hear: “My boss expects us to work collaboratively in my team while simultaneously the company has established a system that rewards individuals at the expense of teamwork.”

Our human tendency is to put Self in the center of our social environment. This inclination will often lead to over-evaluating one’s own importance. This tendency also leads to under evaluating the importance of others. This dynamic is particularly detrimental in leadership roles of managers and with team leaders. We have 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 individual and the 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 key relationship in the work place is boss and 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 To Advise 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