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'Kerrie's presentation tonight was very insightful and offered some practical information that can be put to use immediately. She speaks from experience. Very inspiring!”

“I feel your questionnaire gave you good insight to my needs and you asked me insightful questions, so I could come up with answers to my issues, instead of just telling me what I need to do.”

Case Studies

Situation:
Shelly is a natural leader, savvy, with high emotional intelligence and technical competence. However, unrefined management skills were keeping her from succeeding as a true leader with vision. She was doing a lot of hands-on work at the expense of focusing on the big picture.

Our Solution:
We addressed how to hold employees accountable, how to delegate and make decisions. Our coaching advanced her career, which progressed through a series of promotions. She also received accolades from senior managers. She demonstrated her vision in recommending a new reporting structure which the organization implemented, and demonstrated her management skills by leading the new initiative.

Our coaching benefited the company by building a leader who has accomplished much more by being able to focus on the long-term vision of what is best for the company.

Situation:
Beth, a senior manager, told me that she needed to terminate a junior manager who was causing the department to lose morale and productivity as a result of her low management skills.

Our Solution:
As we explored the issue we realized that it was about work style and job fit, not performance. Initially, when the junior manager was asked if she wanted to stay in that job, she said yes. However, as we asked more probing questions, it came out that she really enjoyed analyzing spreadsheets and learning more about customers, versus her current responsibility, which was to motivate a large telephone-based customer support team. As Beth started giving her more assignments that she enjoyed, her performance improved. Beth said that she had never seen the junior manager so happy as when she realized that she wasn’t a failure, but simply in the wrong job.

Soon the junior manager was transferred to another job more suited to her skills, and sent Beth a huge bouquet of flowers for helping her out. Everyone benefited: the junior manager enjoyed success, and the company benefited from the productivity of a motivated, skilled person, flourishing in the right job.

Situation:
When I first started coaching Joe, an Engineering Manager, he was not even aware of the concept of coaching.

Our Solution:
His goals included "motivating his team" and "developing team leads." Through our coaching, we realized both of those goals could be accomplished by developing a coaching culture in his department. He first learned how to ask his team for solutions rather than immediately providing the solutions himself. He continued developing advanced coaching skills, such as helping people to find the learning in situations. Positive change in the department was evident through more collaborative problem-solving, his team giving each other more feedback and a measurable increase in productivity. He reported a personal change, as well, feeling more comfortable with his workload and contribution, and feeling less stress.

Situation:
A mid-sized company gave its employees a culture survey and learned that managers needed to coach their employees better.

Our Solution:
As a result, I facilitated the Coaching Clinic®, an experiential learning program that teaches managers to coach. We followed it up with individualized coaching for every manager, from the CEO to line supervisors. The result was so positive that we have continued with more advanced sessions, including peer coaching and integrating coaching into succession planning. Coaching and collaborative problem solving is now a part of the culture.