Our Developmental Philosophy:
- People need to take responsibility for managing their own careers, and therefore achieve new found career control and self-reliance.
- Emerging organizations new understanding of change allows the organization to share responsibility to their people by providing resources and feedback support promoting career management.
- People want to be equipped to do more to contribute to the success of the organization.
- The career concept of “lattice” rather than the more traditional career “ladder” is a more realistic model for organizations.
- Development doesn’t always mean promotion.
Executive Coaching Map Process
The Key Contributor – High Potential Coaching Map is utilized as a “picture tool”, which will allow those being coached to view the 4-Step process more effectively. In association with the client and or primary stake-holder, we will have a candid dialogue which aspects of the coaching map are utilized to meet the objectives and goals we strive to achieve.
We originally hired Pat to develop and provide a change management program for our management population at CRB. The program was well attended, highly valued and exceed our expectations. She additionally provided exceptional individual executive coaching with key members of our team. Her coaching allowed us to systematically approach strategic planning, reach agreements as an executive team, and talk openly about critical business challenges. Pat was key in in helping us execute our plans for the coming year and in acting on initiatives that were of utmost strategic importance.