LEADERSHIP

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.

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.

Purpose and Types of Assessments

Assessments are used to troubleshoot and predict outcomes by evaluating competency and work ethic of employees and candidates.

Myers Briggs, Strengthsfinder and D.I.S.C. are three regularly used personality and skills assessments that categorize employees and candidates across a series of archetypes. It is commonly accepted that we all fall into an archetype for life, and therefore, we are aligned with certain professions and work styles forever.  Yikes!

When psychologist Daniel Goleman popularized the concept of emotional intelligence, organizations started to consider the impact attitude has on our potential for success. (Emotional intelligence is defined as the ability to identify and manage your own emotions and the emotions of others employers.) Many studies have since validated the links between emotional intelligence, job performance and leadership acumen. Phew!

Emotional Intelligence Quotient (E.Q.i): Assess. Predict. Perform.

Because of the confirmed impact of emotional intelligence, we also use the EQi 2.0 assessment when we work with coaching clients. This particular assessment is an integral tool in emotional intelligence work.

The EQi 2.0 assessment allows you to identify your strengths and work with them, versus feel like you need to alter those key traits that make you YOU.

Individual Assessments & Debriefs:

The EQi aligns all parts of your emotional intelligence into a succinct assessment that we use to decide your next steps in coaching. Check out the EQi model below:

Energy Leadership Index: leveraging your attitude for success

The Energy Leadership Index (E.L.I.) is an example of an attitudinal assessment.

The E.L.I. 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.

An attitudinal assessment like the E.L.I. offers an opportunity for change. What could be more powerful than that?

Individual Assessments & Debriefs:

Your E.L.I. assessment is the launching point to developing strategies for personal and professional evolution. The assessment is generated from your responses to an online survey that is subsequently analyzed by iPEC’s Energy Leadership analytics platform.

The E.L.I. findings are presented to you in a debriefing session facilitated by a certified Energy Leadership Master Practitioner (E.L.I.-MP) coach. The debrief includes a review of your personal E.L.I. index and a comprehensive evaluation of your default responses which can be come a foundation for additional collaboration with a coach or independent personal development study.

Group Assessments and 360 Reviews

Using the E.L.I., groups can better understand one another’s leadership potential and stress reaction. Once aware, teams increase can apply this new tool to increase productivity and reduce stress and conflict.

Group assessments and 360 reviews are particularly useful in reducing toxic behavior in the workplace and enhancing social cohesion among team.

Energy Leadership: Key Factor for Success

Overview: Energy Leadership

Harvard Business Review on Energy in Business (2007)