Coaching for Executives,
Managers, and Individuals
“Some people are coaches by profession and then there are professional coaches. Marilyn is the latter – a true expert with the ability to find real insight into the professional world of the people she works with as a coach. My career is truly different due to the impact Marilyn made. As facilitators, Marilyn and The Consulting Team bring out the best in a City Council. They are well prepared, insightful and listen to the Council as they wrestle with the tough decisions they need to make. They are able to help the Council chart a clear course of action that impacts the community. “
Eric Figueroa, City Manager, Martinez, CA
Our Outcome Based Process
Our over 20 years of coaching leaders and individuals in both private industry and in the public sector gives us deep knowledge of management accountability, priorities, and challenges.
We coach leaders and staff seeking to improve their skills as well as high potential candidates seeking advancement. We help develop individual action plans built on strengths and opportunities discovered through an in-depth analysis of all the input. After the plan is complete, we set up an agreement between the coach and the participant for an appropriate number of sessions. We share information and guidance with the participant on how to acquire new or improve existing skills while implementing a development plan.
We partner with the participant’s manager and Human Resources with regular check-ins to make sure we support your mission and values and that all expectations and goals are aligned. We leave you with tools to reinforce our work so that when the coaching engagement ends, you have resources to continue supporting the person’s professional development.
Our services and processes are outcome and impact based. We pride ourselves on facilitating positive change for both individuals and teams. We draw on hundreds of coaching engagements to share our experiences that give leaders the courage to be vulnerable and change ingrained habits and behaviors. We use models and exercises that build skills in listening, gaining consensus and team support, managing stress and reactions, and modifying Type A behaviors.
“I have recommended Dr. Manning for the coaching of executives and employees in a wide variety of business settings. I have found her to be able to diffuse interpersonal problems and to successfully move employees toward collaborative engagement.”
Sandra R. McCandless, Attorney at Law
Appreciative Inquiry: A Positive Approach for Change
We use Appreciative Inquiry (AI), a refreshing organizational development approach from Case Western University. It allows us to resolve problems and challenges from the individual and team’s strengths rather than asking “What’s wrong?” We build an awareness of the power of appreciation by modeling, then coach how to ask the right questions and how to listen attentively.
We use this positive approach to build self-awareness, trust and accountability. Since we are also all seasoned trainers, we use our training models, modules, case studies, and exercises in our coaching, conflict mediation, and team building processes. Our clients learn management techniques and skills to overcome disruptive behaviors and resistance. They learn how to manage interactions to engender respect, trust, and professionalism and navigate more quickly through any changes.
Coaching Assessments and Tools
• Communication Style Assessment (DiSC): Learning your own style and creating rapport with other styles. The DiSC profile, published by Wiley, is a non-judgmental well-researched tool used for discussion of people’s behavioral differences. When you participate in a DiSC program, you are asked to complete a series of questions that produce a detailed report about your personality and behavior.
• Emotional Intelligence: We use both the EQ-i 2.0 self-assessment and the EQ360 in depth analysis from MHS. These tools increase self-knowledge and awareness, the cornerstone to leadership development and professionalism. They help you see the impact of your behaviors and emotions on others and in group interactions, which can increase your effectiveness and help build mutual respect.
• Weekly Log: Setting goals, metrics, tracking progress, accountability
• Active Listening: Showing empathy and compassion as well as being candid
• Conflict Resolution Model: Solving problems with specific tools
Three Distinctive Kinds of Coaching
We use three kinds of coaching: Performance Coaching, Developmental Coaching, and Transformative Coaching As a performance coach, we help you define outcomes and goals and achieve results more efficiently and effectively through targeted coaching. As a developmental coach, we explore what learning you take from the coaching and the change that takes place. The fundamental intention is to create learning from more effective actions. As a transformational coach, we work “deeper”. We guide you to fresh perspectives by exploring underlying assumptions, beliefs, values, expectations, and personal attitudes that shape your experience.
Sample Executive, Manager and Individual Coaching Agenda
Initial meeting at client’s location or via Zoom:
• Discuss background, culture and experience with the organization
• Identify current challenges and desired outcomes
• Review past assessments, evaluations, and feedback
• Identify appropriate assessments: communication style (DiSC) and emotional intelligence (EQ360)
Debrief survey results, set measurable outcomes and timelines, use templates and practice activities for skill building, observe team and one-on-one sessions.