Leadership development for your employees comes in two main formats: coaching and training.
Coaching:
Bringing in an external coach to develop your emerging leaders is a powerful recipe for retention, productivity, and a positive culture. According to a recent report by the Work Institute on what drives retention, the #1 reason an employee will leave your company for the competition is for career development reasons. You know the saying: “your best people leave first.” When you don’t invest in your people, they leave. It’s that simple.
Explore with me how you can engage you employees, increase their productivity, drive efficiency and effectiveness, and equip your company’s managers to enhance their leadership through a coaching contract. You can sponsor as few as one employee—without breaking the bank with the expensive training programs that consultants run. But if you prefer trainings…
Training:
The saying goes: “what if you train them and they leave?” to which the response goes: “what if you don’t and they stay?” One of the costs of doing business is learning & development. If you’re running a 10-100 person company, you might not have a full-time learning & development person on staff or enough support in-house for your training needs. That’s where fractional and contractual trainings become important and necessary.
As with all of my work, I custom-build a solution based on the needs of my clients. We will start by exploring your needs to see if there is a fit. While I am competent in training on a variety of professional development topics, don’t worry. If there’s something I don’t train on that you need (i.e., sales management, sexual harassment, etc.), I will bring in my partners who specialize in those area or refer you to the resources I know about.
To explore this with me, set up a conversation here.
Wait, were you looking for executive coaching?
If you’re here because you heard that I do executive coaching, that is correct. While most of my clients are individual contributors or managers, I do work with young professionals who have reached the executive level and are looking for another young professional-aged coach to coach with them.
While there are no age limits to whom I might work with, I find that most executives older than 40 either already have an executive coach they enjoy working with or are looking for coaches who have more work experience than themselves. If you’re one of the rare ones that doesn’t see relative youth as a barrier, by all means, let’s talk. If nothing else, I may be able to point you to one of the amazing executive coaches in my network if it turns out we’re not a fit.