EXECUTIVE COACHING

Who is it for?

Coaching is a partnership between coach and client—a thought-provoking and creative process that inspires and supports you as you maximize your personal and professional potential. Outcomes can include increased personal effectiveness, stronger relationships, and improved organizational performance.

Leadership coaching promotes the development of a senior leader or business owner, an important individual contributor, or a high-potential employee. It can be valuable at times of transition, leadership changes, or shifts in internal or external business environments. Coaching can also help an otherwise effective employee to address a particular area of weakness or difficulty, avoiding the substantial costs of replacing that person.

Benefits

Leadership coaching can help you:

• Build new leadership skills and competencies for greater effectiveness.

• Find clarity for specific leadership issues, business projects or other professional decisions.

• Have a sounding board to discuss and problem-solve confidential issues and challenges.

• Successfully step into a new role after a promotion.

• More closely align personal and work life with values.

• Move into the “stretch zone” and step into a bigger game.

Approach

I employ a systematic methodology of personal and professional development. Integral coaching includes all aspects of personal development: mental, emotional, physical, relational, and spiritual. By integrating personal development in these areas into the greater context of professional development, this holistic approach provides an opening for powerful change and growth in the person and the organization.

The Process

A coaching program is typically 9-12 months. After a thorough interview and assessment, I design a personalized program that’s structured to create the outcomes the client desires. I typically speak with a client twice each month and am available for quick check-ins as needed between sessions.

My program typically consists of three phases:

1. Assessment and creation of purpose and objectives

   Assessments and data gathering methods may include but are not limited to: Personal history, 360-degree feedback tool, performance reviews, coaching goals, conversations with supervisor and key staff, and a variety of personal assessment tools

2. Program design and ongoing coaching

   Professional development plan and other plans/structures, onsite observation of client at workplace and check-ins with supervisor

3. Program completion

   Reflection and summary of accomplishments, identification of next steps beyond the coaching program, and closing meeting with supervisor

Opening Retreat in Vermont:

I invite you to join me in southern Vermont for a two-day individual opening retreat.

Getting away from our normal environment and into nature slows us down, cultivates self-awareness, and allows us to access the quiet voice within. Once the busyness and noise of our “normal” lives fall away, we can reconnect to what is important. Senses sharpen, hearts open, and we breathe deeply. We find the space for deep reflection and choose our next steps.

Interspersed with our coaching sessions are opportunities to unplug, walk in the woods, reflect, and rest in a pristine and rejuvenating environment. You’ll leave feeling rested and revitalized, and return home with a clearer sense of what is important at work and in your personal life. We can also arrange a closing session in Vermont as a way to complete the process.

“The retreats in Vermont were so impactful. Taking time away to focus on myself and to do a series of intensive, one-on-one sessions with Kerry helped to ground my work at both the launch and close of our engagement. Plus by having the parallel experience – at the start and close – I could see and experience how much I had grown and evolved over the course of our work. Kerry is a phenomenal coach!”

—Sarah Sullivan, Vice President, Orr Associates