Transformation Is Rarely a Straight Line

Our coaching process leverages the ECT(M) Transformation Model featured in our leadership framework.

The model is based on the science behind the psychology of change, focusing on active engagement versus avoidance. Using the model during your own coaching process, helps lock-in the learning needed to guide other through it later.

You can’t create strategies to realize opportunities you can’t see.

We begin our partnership with leaders who are ready to Explore their own self picture (through dialogue and self-assessments) and brave enough to enhance their own observations with what their key stakeholders experience (through 360° feedback interviews and on-line assessments). Our process includes a comprehensive leadership assessment based on the three domains and 28 dimensions of leading featured in our breakthrough LeadershipSOPs framework. Using our own proprietary assessment along with others, we are able to see which areas of leading our leaders gravitate toward versus ignore … and the impact of those patterns on their entire ecosystem.

Armed with raw data and mixed emotions, our next step is to Clarify what this information actually means. We must discern what is most actionable and helpful to our cause, internalize the messages, prioritize a small list of objectives, and decipher a plan.

To Transform, takes more than a plan. It takes action. It is often said, the first step is the hardest. The truth is a little more complicated. Establishing a new pattern of behavior is extremely difficult — sometimes the second step is even harder than the first. Our first steps are often uncomfortable and unsuccessful, frequently leading us to question whether the miss should be chalked up to inexperience or if it was really good fit to begin with (for the leader or the situation or both). Often this returns us to the beginning. In fact, it is not uncommon for our leaders to take many rapid cycles trips through Explore, Clarify and Transform as they become more and more aware of the deeply held ideas (about themselves, about the people they lead and work with, and the nature of the leadership itself) which are either blocking or limiting success. This is a natural process of trial and error.

Once a new set of successful and scalable behaviors is found, it is time to Master them.

We believe establishing and deploying your LeadershipSOPs are the key to lasting change, rapid cycle mastery and a lifetime of continuous performance improvement. They help leaders integrate new best practices with existing routines, quickly build proficiency through consistent practice, establish “plays” to enable collaboration within their teams, and offer a quick and easy way to articulate leadership life lessons to others.

Why Coaching?

• Uncover hidden soft spots

• Differentiate your work from the your team’s

• Prepare for or trigger career advancement

• Expand organizational influence

• Resolve entrenched conflicts

• Reduce team dependence (on you)

• Improve moral and performance

• Increase scalability and sophistication