CS First Boston
Clients want professional executive coaching to retain talent and further develop and build up their talent pool which gives them a competitive edge. Clients strategically target engagement to develop stronger leaders, develop individual skills, and enhance team culture, resulting in higher performance through leader-led conversations.
In an ever-changing, fast-moving business climate, companies need to continue developing their talent and to provide new learning experiences through executive coaching. Our unique focus on sustaining coaching clients through practicing with their teams, ongoing robust conversations, action that centers on staff commitments to a micro-behavior change, done differently moving forward, and gaining insight through real-time visibility into individual team member’s efforts, and provides a quantifiable insight into who in the organization is driving real change. This model of executive coaching will significantly change outcomes on the individual, leader, and team levels.
Sims Metal Management
Sumitomo Mitsui Banking Corporation
Toll Global Forwarding
Metropolitan Lighthouse Charter Schools
Lutheran Medical Center
Morristown Memorial Hospital
NY Presbyterian Hospital
Senior manager, Process Engineering, Global Personal Products Company
“Joe is open, good at listening, understanding and responsive to my needs. Is somewhat demanding in terms of activities to be applied to work situation in off weeks. He reminded me of the best teachers I ever had growing up, a true motivator and peer. Always had real life examples that he used to improve my learning and understanding of a development area. This coaching experience has made me more confident in my leadership skills and has allowed me to better lead my team. My team has noted the changes and improvements in my leadership skills. This experience allowed me to handle conflicts better and to better understand my needs and the needs of my direct reports.”
Global IT Senior manager, Major Financial Institution
"My work with Joe Tomaselli has been invaluable in charting a new strategic course for my career building on strengths, but especially in defining goals and a plan of action that are based on my core values. In doing this the assessment instrument and feedback process provided me with insights and understanding in a remarkably short number of weeks that might have taken me years to gain without them."
President, Entrepreneurial Telecom Company
I have known Joe for some time. He has worked with us on and off on various initiatives. About 18 months ago I realized our organization wasn’t moving forward. We seemed stagnated and I wasn’t able to break us out. As I thought about our situation I wasn’t sure if it was me, my team or all of us. It was finally apparent that I needed to reach out for Joe. This is not as easy as it seems, since Joe makes you think and look at the situation from the inside out. All your blemishes become apparent but your strengths are also highlighted. To that point Joe has helped me become a better leader and as importantly has worked with our team to become highly effective. We are having a breakout year and what is more impressive is that Joe is providing minimal guidance at this time. His philosophy is to put himself out of business with us and leave behind a self-actualized, self-motivated, accountable team. We are aligned, focused and committed to each other’s and the team’s success. Joe taught us to fish.
CEO, Entrepreneurial Global Technology Company
“I’ve known and worked with Joe for over two years, and have found him to be at the very top of his profession. The combination of his robust tool kit, deep experience, and personal manner in dealing with executives, across functions and in times of stress, is compelling. He provided creative insights during our conversations that proved to be powerful, and led to great outcomes. I recommend Joe with great enthusiasm to anyone looking to improve personal or team performance, or manage through change initiatives.”
Senior Technology Officer - global financial services organization
The manager of this technology group was recognized for achievements in a ground breaking technology to mitigate transaction risk and given a large technology group to manage, despite having limited experience in managing and leading a team. I was asked to coach this manager to accelerate his managerial competence and taking on a leadership role.
The initial phase of the coaching project established a framework for recognizing key managing and leading behaviours, commensurate with the role and responsibility of a manager at this level. We used various self-assessment tools to establish greater self-awareness and conducted a 360-feedback survey to help the client recognize the perceptions others had.
Emphasis in this engagement centered on managing self, maximizing leadership effectiveness opportunities in cross-functional group environment and managing up. The assessment phase proved significant in creating the opportunity for change, yielding new awareness greater work-life balance and new creative energy due to emphasis on core strengths and modification of barriers to effectiveness. This client offered this summary comment:
“My work with Joe Tomaselli has been invaluable in charting a new strategic course for my career building on strengths, but especially in defining goals and a plan of action that are based on my core values. In doing this the assessment instruments and feedback process provided me with insights and understanding in a remarkably short number of weeks that might have taken me years to gain without them."
CEO Vice Chairman Global Media Company
I've known Joe Tomaselli in my past role as Vice Chair MTV Networks/President Nickelodeon Networks and in my current role as President BBC Worldwide North America. Joe has been both a personal coach in my prior position at MTVN/Nick and a team advisor to my current BBC team.
Joe brings an expert toolkit to all that he does. While intuitive by nature, he's not apt to bring learnings without utilizing tools that contextualize personal (as a coach) and team data. His methodical approach and data based understanding goes a long way to engaging individuals and teams into self-reflection and new insights.
Additionally, Joe has a personal style that is engaging and relevant as he's not afraid to share his personal experiences to illustrate dilemmas and obstacles that he himself faced in his professional career in business. This “personal -approach" has the effect of "humanizing" the consultant and drawing people in closer as his experiences are often more relatable than the words of a detached observer.
Joe's gift is that he challenges---he's not afraid to call out behavior that disrupts the process and progress---while also providing a "safe space" in the sessions he leads for people to express themselves honestly all in the name of achieving the goals of the group and/or organization. I think the world of Joe. His approach makes me a more thoughtful person, team player and executive---what more can I ask?
Increasing Self Awareness to Reduce Stress Better Manage Performance Influence Cross-Functionally
The client is a senior director in clinical development and medical affairs for global pharma company. Executive Coaching initiative centered on defining/assessing and maximizing managerial competencies and interpersonal skills, developing leadership protocol to enhance team effectiveness, equipping this manager with methods to reduce stress and noise from non-mission critical strengths and managing across boundaries in highly diverse environment, and establishing metrics to sustain coaching strategies.
Measurable outcomes realized included: improved role satisfaction and interpersonal effectiveness, increased self-awareness to better manage employ effective strategies and resolve conflict, enhanced level-critical skills to influence and lead without power which contributed to greater team/group performance in highly visible environment.
Personal development, skill enhancement; broadening interpersonal skills and influencing positively
Client was an academic professor whose issues included “managing up” and across, dealing with others with differences of opinion and managing conflict more effectively. The coaching initiative focused on increasing this individual’s level of self-awareness, assessing their interpersonal skill set, securing input from others, broadening options for influencing others, and providing feedback to someone unaccustomed to receiving feedback. Building upon the results of self-assessment inventories, we solicited others’ perceptions, for example, having the client take the Conflict Dynamics Profile and obtaining 360 feedback on their capacity to manage conflict. Based on the rater feedback the self-assessment data, the client selected workable goals for development. We helped this individual build a development plan, targeted strengths to continue to leverage (e.g. strong analytical skills, openness to learning, creates an atmosphere of warmth, can inspire others, etc.) and to address gaps or areas to improve to enhance their effectiveness (e.g. using more collaborative approaches in department meetings, having more give-and-take during discussions, clarifying differences, iterations of personal views as they are being formed, etc.).
Favorable outcomes included improved self-management and composure, managing one’s ego, more effective stress management, setting realistic expectations for self and others, and achieving better work-life balance.
Transforming self-perception, enhancing self-management, composure under stress
The client is senior manager process engineering for a global personal products company. Desired outcomes included, enhancing key aspects of managerial effectiveness; improving self-management behaviors, stress management, communication skills, delegation, and leadership skills, build appropriate role/level awareness and definition, manage change and enhance constituents’ productivity. The coaching process centered on: leveraging self and multi-rater surveys toward building self-awareness and esteem, reducing self-critical nature, improving self-confidence, and encouraging venturing out, being more inclusive, sharing accountabilities, and delegating as required, which resulted in strengthening team function. Equipped this leader with new skills to practice and apply in stressful situations, measure outcomes. Encouraged balance in problem-solving and strategic and future thinking, reducing unrealistic expectations of self, others, reducing stress and undesired behaviors.
Results included: improved self-control of emotions and composure, and conflict management strategies, greater openness to managing change, enhanced listening and talking skills, improvement in managing up two levels. Coaching also focused on attending to team members’ development, providing direction, giving and receiving feedback and coaching and promoting growth for maximizing technical effectiveness. Client post-engagement comments:
“Joe is open, good at listening, understanding and responsive to my needs. Is somewhat demanding in terms of activities to be applied to work situation in off weeks. He reminded me of the best teachers I ever had growing up, a true motivator and peer. Always had real-life examples that he used to improve my learning and understanding of a development area. This coaching experience has made me more confident in my leadership skills and has allowed me to better lead my team. My team has noted the changes and improvements in my leadership skills. This experience allowed me to handle conflicts better and to better understand my needs and the needs of my direct reports.”
Develop, Enhance Leadership Potential - New Leader Integration
Coaching was provided for this high potential educator with extraordinary work ethic and dedication in a rapidly changing environment. Targeted issues included building a more collaborative culture among direct reports and administration group, providing requisite leadership skills in this complex environment. We reviewed earlier annual reviews and year end staff surveys (low staff morale), and the more recent written professional development plan; coaching focused on this individual’s stated professional goals outlined earlier and opportunities cited in the assessment phase of the project. Additionally, senior organizational sponsors of this engagement desired greater talent retention, greater accountability regarding organizational core practices, improving emotional leadership skills, prioritizing goals for the leadership team creating a culture of achievement.
Using a comprehensive assessment battery, we worked together to leverage greater self-awareness, identifying strengths, barriers to effectiveness and identified potential areas for development evident in earlier feedback, such as strengths overused, which typically lead to poor results. Coaching support centered on addressing specific “how’s” – to create greater trust, credibility and skills – beyond (outstanding) technical skills, e.g. creating time for more one-on-one meetings, coaching conflict i.e., practicing taking perspective, using active listening skills, working with real work opportunities to accelerate skills to build and sustain learning. Focus also included mitigating risk factors under stress, which potentially derail best efforts; building a collaborative team, providing support and new approaches for the client’s dynamic interpersonal practices, attitudes and mindsets – i.e. being more accessible, visible, providing support and setting achievable goals for constituents, increased collaboration, coaching and mentoring to get best results, providing avenues for productive feedback and investment. Significant progress was measured in a subsequent survey identifying improvement in client’s use of perspective taking, greater attentiveness and support, enhanced staff morale and positive changes in staff communications and leadership effectiveness.
Newly Promoted Chief Operations Officer
This coaching opportunity focused on providing this senior operations leader with opportunities to further develop executive presence, leadership capacities, manage up and across, better deal with conflict, and become a more effective business partner with other business unit leaders. Engagement centered on establishing desired outcomes; leveraging new awareness around client’s values, preferences, potential, strengths and risks under stress, i.e. recognizing the impact of low trust and limits in relationship building and an unapproachable style. Client acknowledged development needs, and created working/action plan for development. We helped equip this manager with new tools to manage team, build trust, manage stress, delegate, and more effectively develop and empower subordinates. Tasked this leader with action items designed to increase department visibility, build trust, better partner with business unit leaders around financial discipline, coach and mentor while building greater credibility as business partner. This leader was later promoted to COO role expanding their leadership capacity. His comment on our work together included:
“Joe Tomaselli was one of the gifted professionals I’ve had the privilege of working with who served as a role model and transformed my understanding of effective communications.”