Career Growth Coaching
My coaching approach is a customized, and client-directed — never cookie cutter.
It is designed to power thoughtful reflection, strategic planning, goal setting, accountability and actions towards desired results and improvements.
For those seeking hypergrowth
Massive Action Program
For those seeking a jumpstart
Power Push Program
Renovate Your Career
how is a coaching session conducted?
Coaching is conducted face-to-face, by telephone and/or via video call as is mutually agreed upon. Best results are realized when a regular schedule is maintained.
what can you expect from a coaching session?
We will engage in direct and personal conversations with about your circumstances,
goals and barriers to getting the work life you desire. Successful coaching requires a co-
active collaborative approach between us. My role is as facilitator of change. It is your
responsibility to enact or bring about the change.
Coaching is not therapy or consulting.
are the coaching sessions private?
Privacy & Confidentiality: The client can, at any point in the coaching session, declare
his/her preference not to discuss a specific issue by simply stating that they would
rather not discuss this issue. The coach agrees to respect this boundary and will not
attempt to forward the conversation further along those lines without permission of the
client. The coach will work within the professional ethics and guidelines as designated
by the International Coaching Federation (www.coachfederation.org)
All information about the coach / client relationship will remain strictly confidential except
in very rare circumstances where decreed by law; i.e. where the court might issue a
subpoena for the file or information, or circumstances such as intent to seriously harm
someone or harm self. Otherwise, all your information is confidential.
how will assessments be used in the coaching journey?
Purpose and Types of Assessments
Depending on the coaching objectives, assessments may be used to surface data and insights to support the coaching journey. Assessments can fast-track coaching results because they rapidly expand the shared understanding between the coaching client and the coach. Assessments help clients organize their self-perceptions and create actionable goals with a complete understanding of themselves.
There are two types of assessments:
- Personality assessments are very valuable tools that measure your personality traits, skills, strengths, and weaknesses. This type of assessment will help you understand how to to “work with what you have” and adapt your behavior to support your goals. These assessments are often mapped to a range of archetypes used to predict success and impact. Myers Briggs, Strengthfinders, and D.I.S.C. are two popular personality assessments used by corporations.
- Attitudinal assessments help you understand “how you show up” and “how to create change.” These assessments are subjective and help you understand your emotional state, how conditioning influences your actions and outcomes. By understanding your response patterns, you can design new pathways that drive different results in life and work. Energy Leadership™ Index (E.L.I.) and The Emotional Quotient Inventory 2.0 (EQ-i 2.0) are two of the best EQ-centric attitudinal assessment tools — suitable for individuals, teams, and groups.
Stacey’s Favorite Assessment Tools
Emotional Intelligence Quotient (EQ.2.0)
- When psychologist Daniel Goleman popularized the concept of emotional intelligence, organizations started to consider the impact emotions and attitude has on our potential for success. Emotional intelligence is defined as the ability to identify and manage your own emotions and navigate the emotions of others. Many studies have since validated the links between emotional intelligence, job performance, and leadership acumen.
- The EQ-i 2.0 provides you with a detailed assessment of your areas of strength and potential areas for development. You will receive a comprehensive report describing how your EQ competencies work together for effectiveness. It also provides guidance to balance EQ competencies for greater effectiveness.
- The EQ-i 2.0 assessment is administered online, using a secure site. You will respond to 133 statements related to emotional intelligence skills, which take approximately twenty minutes to complete.
- The EQ-i 2.0 tool is suitable for individuals, groups, and teams — as well as for 360-feedback.
- Check out this Fast Company article: This Emotional Intelligence Test Was So Accurate It Was Creepy
Energy Leadership™ Index (E.L.I.)
- The E.L.I. assessment captures a subjective snapshot of your perceptions, attitudes, and behaviors at a “resting state” and when under stress. By understanding your attitudes, perceptions, and behavior patterns, you can assess your options and adapt your responses to drive the result you want.
- The E.L.I. assessment can be given at the start of a coaching relationship and as a regular follow-up assessment to provide tangible, research-backed ROI data for any coaching engagement. The E.L.I. can help you look closely at where (and how) you’re investing your energy. In this way, you’ll be able to make a plan and adjust your priorities to support your work and life goals.
- The E.L.I. assessment is administered online, using a secure site. It takes approximately twenty minutes to complete. A comprehensive 20-page report is provided as an anchor to a debriefing coaching session.
- The E.L.I. tool is suitable for individuals, groups, and teams — as well as for 360-feedback. Group assessments and 360 reviews are beneficial in reducing toxic behavior in the workplace and enhancing social cohesion among teams.
- Check out this Harvard Business Review article about energy and leadership: Manage Your Energy Not Your Time
For skills discovery: High 5 Test — What am I good at?
For career change ideas: My Next Move — Where do my skills apply? What else can I do?