ORGANIZATIONAL SYSTEMS COACHING/ Executive Coaching

People who are successful by socioeconomic standards get so much positive
reinforcement that they honestly believe they don't need to change their
behavior. When a top-level executive takes the stance of, "I've got it all together," it's
common for direct reports to imitate that behavior, and soon you have an entire
organization full of people whose professional growth is over. The mentality of "I don't
need to change," then permeates every department, and it's no wonder change becomes
so difficult.
As executive coaches, it's our job to work with top-level people to help them let
go of the very behaviors that they often misperceive as the source of their
success. Imagine an organization full of people willing to look at changing themselves,
people who recognize that vulnerability is not a weakness, but a source of opportunity and
power.
We start the coaching process by helping you identify your ideal life. Then we
determine any barriers that might get in the way. It helps to get multiple perspectives on
what's stopping you, so we identify any behaviors that aren't working.
We do this by asking the stakeholders in your life what behaviors they'd like to
see. We don't ask them to focus on your deficits and pick you apart. Instead, we ask them
what's possible, what are their hopes and dreams for you. You get 360 feedback from
people who are in a position to give valuable feedback, and usually that means your
manager, your peers, and your direct reports, but sometimes it's appropriate to ask
customers, colleagues, friends or family to invest in your future.
The feedback becomes a resource for designing your blueprint for long-term
success. Together you and your coach write a strategic development plan for
improvement, which focuses on two or three areas you'd like to change. Once you
establish your desired future, the focus is on changing the present, rarely revisiting the
past.

We don't coach people who have no desire to change, nor do we coach people if
we suspect the manager's real desire is to let the executive go! We only coach you if:
-Your manager is upfront and willing to discuss why coaching is a good investment
-You're sincerely committed to your professional development and the process of coaching
-Great chemistry is created between you and your coach
-Confidentiality between you and your coach is agreed on, so that you decide what and
with whom to share your progress
-You're serious about creating a great future!
The Leadership Circle Profile
A transformational tool that connects patterns of action with habits of thought
The Leadership Circle Profile is a true breakthrough among 360-degree assessments. It is
the first to connect a well-researched battery of competencies with the underlying
motivations and habits of thought. It reveals the relationship between patterns of action
and the internal assumptions that drive behaviour.
TLCP goes to the source of behaviour to get greater leverage on change. TLCP integrates
all this information in a way that brings the key issues to the surface instantly. It
immediately gets your leader in touch with what is working, what is not, and why!
In most organizations, this treasure trove of information remains buried. TLCP makes it
easily accessible while it creates a foundation on which change can occur at a deeper level
and a sustainable pace.

The Leadership Circle Profile Benefits:

• More Revealing- The Leadership Circle Profile (TLCP) is the only leadership 360
assessment that connects patterns of behaviour with habits of thought.
• More than just an assessment - the rich theoretical underpinnings of TLCP provide a
pathway to transformation. No other assessment of this type offers this.
• More Efficient- It allows the coach to start at a breakthrough point with a leader
rather than spend months trying to reach one.
• More Dynamic - HR professionals, leaders, and seasoned consultants/coaches,
consistently report that TLCP facilitates authentic, breakthrough results.
• Widely Accepted - TLCP is truly world class and used by a vast number of leading
local, national, and international organizations, and government departments.
The Leadership Circle Profile, Workshops, and Cultural Survey were developed and are
owned by The Leadership Circle.