Specializing in professional coaching, leadership development & assessment services for executives, teams, individuals and organizations.
Our belief is that change is difficult even under the best of circumstances. The underlying reasons are psychological and often beneath the surface level of awareness. Generally, learning and change start with some degree of dissatisfaction and frustration, often prompted by unrealized expectations and diminished hope. However, in and of itself, such dissatisfaction is not enough to create sustainable change. In order to become motivated enough to truly change, we must connect with new information/learning to something we care about.
Office: 631.549.4398
Cell: 917.856.5009
Email: Link
What We Do
Coaching and Consulting for Performance Improvement
Consultations centered on executive or organizational development initiatives are based on a framework that seeks to integrate four essential systemic organizational entities while addressing a hierarchy of needs for: the business, individual performance, the work environment, and capabilities.Our executive coaching practice is value-based and focuses on client-driven performance improvement. Expertise comes from our abilities to establish successful relationships with senior managers and our understanding of the business of business. Learning is customized to specific needs and goals and interventions typically involve enhancing interpersonal skills, managing stress more effectively, reducing conflict, and building an environment of trust. Project goals include transferring the skills necessary to coach and mentor emerging talent, and building effective teams. Strategies used to drive the coaching and consulting relationship include forging a partnership, inspiring commitment, growing skills, promoting persistence, and shaping the environment.
The Mission of Executive Coaching
The mission of executive coaching is to improve leadership and organizational effectiveness by providing an experiential and individualized leader development process that builds a leader’s capability to achieve short- and long-term organizational goals. The technology utilized is one-on-one and/or group interactions, driven by data from multiple perspectives, and based on mutual trust and respect.Feedback and analysis of a manager’s style, is provided, with the manager and the consultant evaluating the style in the light of the manager’s commitments and in relation to the expectations of the individual’s sponsoring management who will further define desired outcomes. The organization, an executive, and the executive coach work in partnership to achieve maximum impact. Outcomes include aligning senior managers and their teams.
The types of coaching we offer:
- Performance coaching
- New leader integration coaching
- High-Potential/Developmental coaching
- Coaching to provide feedback for debriefing and Developmental Planning
- Team coaching and development
- Targeted behavioral coaching
- Advanced Communication Skills coaching
- Coaching in conflict situations, managing stress
- Coaching for supervisors coaching others
Why Coaching
Given the greater complexity in the workplace; organizations are flatter, spans of control greater, managers are expected to do more with less, and the pace of change is extraordinary. Successful managers often rise in an organization through functional expertise and achievement and perhaps, not their leadership capabilities or qualities. The pre-existing levels of personal development could not always anticipate or, may not have equipped senior managers to effectively deal with the challenges they face in these new environments. They typically bring learned behaviors and patterns that may have served them well in the past to these new levels of increased responsibilities and can capitalize on the support coaching provides. Situations such as those described above require greater flexibility, emotional resilience and learning agility, leadership skills, mature interpersonal skills and resources– to positively influence others, partner for accountability with constituents and peers - to achieve business results.Business results are paramount. Learning, development takes place on the fly. In this environment, coaching provides this learning and support, incorporates new skills, broadens individual style and approach, and enables leaders to acquire a deeper understanding of themselves and healthy self-acceptance, in a cost-effective, expeditious manner. Results include self-sustaining behaviors with far-reaching, positive effects cascading down to constituents. The leadership choice available is to recognize the value of people as assets and intellectual capital – in our actions and behaviors – this realization, plus feedback, enables sustainability.
Who Could Benefit From Executive Coaching
Any high potential or currently successful manager could benefit from coaching. It’s especially helpful for managers like those described below, who:- Are currently successful and motivated to continue to learn and grow and add value
- Need to close the mindset gap between technical competence and promotion with existing acquired manager competencies and need for leadership qualities and leadership effectiveness in current or future roles.
- Need help dealing with a difficult manager or difficult situations, or learn how to coach subordinates in conflict situations
- Lead and are moving into new positions from within or from outside the organization, where the stakes are high
- Seek to overcome misperceptions of how they are valued in the organization
- Seek new ways to achieve needed balance between their functional expertise, building a team, and their drive
- Are motivated to make changes that appear as long-term behavioral barriers to career success
- Need to achieve new levels of extraordinary performance with their team
- Work at “managing up,” aligning one’s self with vision, strategy, and leadership protocol associated with senior management
- Are committed to individual performance improvement; goal setting, achievement, managing results; creating, implementing a development plan.
- Can improve their personal style, enhancing communication skills repertoire, conflict management; giving and receiving feedback
- Need to make changes in their leadership style especially in areas of personal effectiveness including: value-centered, empathy, role clarity, flexibility, consistency, giving, receiving feedback, and the ability to manage conflict in tense situations
- Recognize effective, results driven leadership which today includes: being authentic, acquiring using a flexible, open communicative approach, with a spirit of collaboration that builds trust, and creates shared leadership – coaching can accelerate this process
- Have a clear and specific idea of what he or she wants to accomplish, or because they don’t know how to get there on their own
How We Work
The approach of Exelligence Executive Advisors centers on the application of leading-edge development solutions designed to match personal and professional needs and promote self-growth. Our aim is to enable clients to collaborate effectively, lead, and develop key alliances that result in transformational team performance and leadership effectiveness.This comprehensive Exelligence model and facilitation process emphasizes those core foundation strategies that support people-management processes. Through the use of tailored assessment, challenge, and support, team performance-gap analysis, solution design, measurement, and executive coaching, and follow up, we help managers and leaders recognize the value of development opportunities and help create and implement a successful development plan targeted at improving performance. The desired outcome and learning realized is synergistically engineered to grow skills, enhance personal accountability, potential, and professional development. Interventions result in improving organizational capabilities, aligning individual and team performance with the work environment, strategy and vision, and better meet the challenges of achieving business goals.
This external consulting perspective has assisted many clients to achieve new levels of personal effectiveness, heightened collaboration, and exceptional performance results.
Today's Climate
The demand for immediate results to do more with less and the importance of addressing people issues has never been greater. As organizations continue to stay lean and competitive, and as the numbers of people in place to do the work and deliver results shrink, how people connect, collaborate, and commit within their network—ultimately, how work gets done—become critical.The reality of ongoing change has made the management task much larger, creating a widening gap between the manager of results and those on the line. This shift is taking place within a traditional model, which is less concerned with communication flow and more concerned with the movement of power. It follows that the perceptions, structures, and practices that constitute and emanate from this traditional model may become over time less and less connected to the actual marketplace.
This management model also runs the risk of compromising the environment of trust that is essential to maximizing a firm's social capital and its output. In the face of the current adversity the smart companies will invest in their most important resource.
As leadership assumes a followership and centers on outcomes – what leaders bring about, as a collective process, in how one sets direction, achieves alignment, and gains commitment – it increasingly differentiates the leader from the manager. Given the current fiscal climate, the stakes are greater than ever and will likely be for the extended near term.
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