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C.W.E. Transformational Coaching Overview and Process
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Table of Contents
Table of Contents 2
About the CWE Coaching Experience 3
Client Testimonials/Proven Results 4
Coaching Commitments/Benefits 5
The Coaching Process 6
Resources to Support the Partnership 7
The Coaching Partnership 8
Fees 8
Sample 6-month engagement overview 9
Meet the CWE Coaches 10
Contact Information 16
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ATransformationalCoachingExperience Coaching is a proven process that works when three factors are present:
1. The client is willing to participate and is open to l e a r n i n g a nd growth 2. There is clarity and ownership regarding the key growth areas 3. The client is willing to consistently apply the learning
CWE uses Prosci’s ROI of Change Management Model to support personal transformation and growth. The model requires the coachee to acquire knowledge, apply the knowledge (which the model refers to as unitization), which leads to a level of proficiency and the creation of new leadership behaviors.
About Coaching In today’s competitive marketplace, finding new ways to increase individual and team performance is not an option, it’s a necessity. One proven effective method that positively impacts performance are one-on-one and group coaching. Coaching in the business world is relatively new. In the last five years many corporations have chosen to support top talent by hiring an outside coach. Coaching is not a trend, but a well-recognized value-added talent management tool. In fact, coaching is considered to be a critical component in developing leadership skills. The research indicates that coaching contributes to increased productivity, employee satisfaction, as well as providing increased financial contributions through innovation and efficiencies. A recent study conducted by MetrixGlobal LLC determined that the benefits and return on investment to be as high as 529%. Coaching is not chitchat; it is intended to be a strategic, value-added component to an employee’s development plan. To achieve goals, the participant will be given practice assignments
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(homework). Specific time frames are established to achieve the goals supported by a scorecard. Growth can represent new found challenges, but it can and will be lots of fun!!!
If you, as the coachee are willing to engage in meaningful and deep self-examination, and are open to acquiring new learning, these kinds of client testimonies can be your testimony too~ What Clients Say… “Trudy’ssuperpoweristoaskthemostperfectlyframedstrategicquestionsthatblowmymind,guidemydevelopment,andpushmetothenextlevelofthinking.ShehelpsmetothinkBIG,andfaithfullybelievesinmytalentsandcapacities.”AmeliaFranckMeyer,ChildWelfareSystem Innovator inWellbeingandPermanenceRedesigningChildWelfarewithFamilyastheSolution
“Trudy,youandyourcoachingteamhavebeenatremendousasset inhelpingmebuildingahighperformingteam.Theindividualandgroupcoachinghelpedustogetclearaboutthestrategyandhowtoexecute againsttheplan.”LakeciaGunter,Director,ChiefofStafftotheCEO,Intel
“MypersonalandprofessionallifehavebeentransformedbecauseofthecoachingrelationshipwithTrudyBourgeois.IamachievinggoalsthatpreviouslyIonlydreamtabout.Thankyouforunleashingme.”Dr.CharlotteJones‐Burton,GlobalClinicalResearchProgramLead,Bristol‐MyersSquibb
Proven Results
99% feel more confident
90% feel they that are better equipped to experience success in the business world
90% feel more empowered to take risks
99% report that they have a better understanding of their company’s business model beyond their function
95% report clarity and full ownership of leading their own careers
80% report higher levels of engagement in the workplace
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Coaching Commitment CWE’s coaching commitment to you: Coaching is a partnership. We are passionate about unleashing your greatest potential. This is why we commit to:
1. Be honest, consistent and reliable 2. Assist you in building a customized personal plan to achieve your goals 3. Offer insight into your development based upon our experiences 4. Give you tough feedback in a spirit of love 5. Keeping conversations confidential, except when directed by you or in the event of
physical or mental harm 6. Providing well researched evidence-based models 7. Serving as a sounding board when you need someone to just listen 8. Honor you in every way
Coaching Benefits Coaching provides a risk free, rich environment for learning and development. The development framework used by CWE coaches include: business leadership, people leadership, organizational leadership and self-leadership. The focus placed on these broad areas covers an extensive range of competencies and skills. Some of the key areas reviewed during the relationship include: • Strategic thinking and planning • Collaborative planning • Change agent leadership • Servant leadership • Self-advocacy • Relationship capital • Effective communication • Connecting across differences Benefits are realized in the following areas:
Greater self-awareness Greater clarity for your purpose Enhanced alignment between one’s passion, capabilities and the organization’s needs A blueprint to move from current level to next level of leadership Enhanced internal/external relationships Greater individual and team performance Improved communication effectiveness
Trust, integrity, values alignment
Interpersonal skills
Standards and boundaries
Self‐motivation
Personal business principles
Strategic Networking
Developing a “personal value proposition”
Conflict resolution
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Higher levels of emotional intelligence Resilience Authentic capabilities to connect across differences
Recent studies have demonstrated that employee retention is higher when coaching for improved business performance is utilized. Employee retention plays a critical role in an organization’s effectiveness. In fact, coaching for retention reduces the replacement cost from two to three times the annual salary of the employee. This is yet another benefit that organizations receive as a result of using an outside coach.
The Coaching Process Prior to the beginning of the coaching relationship, there is a discovery period. During this phase, there is candid conversation with the participant’s manager to gain an understanding of the culture and the business challenges and objectives, as well as the key areas of development. In addition, CWE coaches are intentional about seeking to understand and leverage internal training programs that might compliment and accelerate the benefits received during the coaching relationship.
The entire coaching process is focused on helping the participant build new capabilities that lead to personal and professional transformation. Practice is the only way to ensure that new behaviors are developed and become a part of one’s default style of engagement. For this to happen, the coach is intentional about creating a relationship with the coachee that is based upon trust and transparency. This step ensures that the conversations are candid, meaningful and actionable. It is for this reason that coaching sessions are kept confidential. The only time a CWE coach would step outside of these boundaries would be if the coach perceived the employee to be in emotional or physical state of harm.
Depending upon the level of the coachee and his/her scope of responsibility, a four-hour strategic coaching/planning session is conducted at the beginning of the relationship. Thereafter, coaching sessions are conducted in one-hour increments two times per month. These sessions are usually conducted by phone but can occur face to face. During these sessions, the coach engages the participant by asking high value, thought provoking questions. Brainstorming, another valuable tool is utilized as well, drawing on analogies based upon real life case studies. These activities lead the participant to examine their current behavior and develop an action plan to adapt or change the behavior that blocks growth and transformation.
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Resources to Support Your Growth CWE coaches draw on a number of resources to accelerate the coachee’s growth including:
1. DISC Assessment Tools 2. Customized 360 Assessments 3. BrainStyles Assessment 4. IDI – (Intercultural Development Inventory) 5. HBDI (Whole Brain Thinking-Hermann Dominance Instrument) 6. Emotional Intelligence (Six Seconds)
In addition to the models and assessments, CWE has developed a number of tools that have been tried, tested and proven to support growth including:
CWE’s growth assessment Blueprint for Growth and Transformation Personal Scorecard Journaling Case Studies
Incorporating articles and books written by Trudy Bourgeois, CWE coaches also draw on a number of models to support the coachee’s growth, examples include:
Fixed versus growth mindset, Carol Dweck The Dreaded Drama Triangle, Dr. Stephen Karpman TED* The Empowerment Dynamic, David Emerald Competence Continuum, Noel Burch
Books, Ted Talks and More
The Neuroscience of Learning: A New Paradigm for Corporate Education, The Royal Society
Coaching with the Brain in Mind, by David Rock EQUALITY, Courageous Conversations about Women, Men and Race to Spark a Diversity
and Inclusion Breakthrough by Trudy Bourgeois Her Corner Office, 2nd Edition, by Trudy Bourgeois The Hybrid Leader, by Trudy Bourgeois The Future World of Work -PWC (Price Waterhouse Cooper) Time to Change the Pecking Order (Ted Talk) Are You Color Blind or Color Brave (Ted Talk) Want to Overcome Your Biases: Walk Boldy Toward Them (Ted Talk)
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The Coaching Partnership: The Coachee’s responsibilities:
Prepare for the calls Call at the scheduled time Notify CWE at least 72 hours if you know that you will not be able to keep your
appointment, so that we can reschedule (calls that are cancelled with less than 24 hours notice will not be rescheduled and will be charged as a completed call)
Be honest in letting the coach know if your expectations are being met Do the homework! Openly communicate your needs Never compromise your values (if you are uncomfortable with anything let the
coach know) Use your personal action plan guide (Blueprint) Track your progress and the impact upon the business (Scorecard) Create a leadership deck to convey and promote your learning and growth
The Coach’s responsibilities:
To offer you insights on new paths to support growth and help you achieve your goals To listen and understand your point of view To encourage you to examine all situations from a balanced perspective To utilize assessment tools and cutting-edge research to assist the developmental
process To challenge your thinking and worldview To honor the confidentiality of our dialogue To offer validated methods of grow To outline, based upon research, proven leadership behaviors that when adopted
will enrich your value and impact to the organization To ensure that you are motivated and inspired for growth
Fees Coaching fees range from $15,000-$25,000 depending upon the level, the assessments used and the length of engagement. A typical 6-month relationship with one assessment, one strategic coaching/planning session, 2 calls a month, 3 manager/key stakeholders debrief calls, coaches prep and debrief activities per month represents a $18,000-$20,000.00 investment. Fees increase based upon a customized configuration for C-Suite leaders. Group Coaching can be customized to support an internal group or individual participants can select to become a part of a group. The prices for group coaching is determined based upon identified development areas, number of times that the group comes together face to face versus phone and assessments. If you are interested in group coaching, please call us for more details.
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Feesassociatedwithtravelforindividualorgroupcoachingsessionsarebilledseparatelybaseduponactualreceipts. A Snapshot Sample View of a Six-Month Coaching Engagement
Are you Ready to Get Started?
Discovery
Discovery/ Assessments Key Stakeholder Alignment Manager call
Application
Goal Setting/
Face to Face
Coaching Manager and Key
Stakeholder check in
Coaching Manager and Key Stakeholder check in
Coaching Coaching Coaching
Application
Application
Coaching
Application
Scorecard Scorecard
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Trudy Bourgeois is a former senior sales and marketing executive with more than 36 years of experience transforming companies into high performance organizations. Trudy has extensive sales operations, talent management, strategic planning and marketing expertise. She is known for developing next‐ generation leaders. Trudy’s commitment to excellence, forward thinking and strategic skills led her to become the first African American female appointed to the VP level at Brown & Williamson Tobacco. Dollars and Sense Magazine honored Trudy as one of the “Best and Brightest Women Leaders.”
She was tapped by the CEO to spearhead the company’s first multicultural marketing strategy. Trudy launched a pilot program targeted at the Hispanic population resulting in more than $55 million in incremental sales. She also co‐created the company’s first women’s employee resource group.
Her strong problem solving, and collaborative abilities motivated her to form B&W’s first dedicated cross‐functional team’s strategy to drive national and global innovative sales and management of the corporation's top customers. Her efforts effected the creation of a trade marketing department which built a bridge to higher collaboration, ownership and accountability between sales and marketing. During her corporate career, Trudy compiled a proven track record for serving as a leader who could create and sustain high‐performing teams based upon her three‐prong approach — focusing on the customer first and foremost, developing and optimizing talent, and looking to the future to maintain relevancy and sustainable value.
The focus on creating a culture where every employee was treated fairly and afforded equal opportunities led to a reengineering of the company’s talent management strategies. These new strategies enhanced the company’s ability to upgrade talent. Prior to the current day focus on “sustainability”, Trudy led the creation of a company initiative endorsed by the Chairman and the board to build a go‐to market strategy that featured corporate responsibility. Under her leadership, the company gained a competitive advantage by taking the position to engage under the north star of “being a principled company in a controversial industry".
In 2001, Trudy founded The Center for Workforce Excellence and is CEO of the company. CWE is an in‐demand leadership development company, with service offerings that include training, coaching, consulting. CWE specializes in workplace transformation through organizational cultural change. CWE develops leaders who can create inclusive cultures that produce better business results.
A renowned and respected authority on leadership development, change management and diversity, Trudy is a bestselling author of four leadership books, and a speaker and trusted advisor to C‐suite executives. A featured blogger for The Huffington Post, Trudy has earned a reputation as a respected truth‐teller who
Center for Workforce Excellence Coaches
Trudy Bourgeois Founder and CEO
The Center for Workforce Excellence
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combines candor with humor to foster courageous conversations necessary for change to take place. She also writes for numerous magazines and digital publications including The Washington Post and Harvard Business Review.
Trudy has a Bachelor of Business Administration from Loyola University in New Orleans and has participated in numerous executive leadership programs focused on sales operations, strategic planning and leadership development. She has also served on several nonprofit boards, including the Network of Executive Women, Southwestern University, Dallas Chapter of WBENC (Women’s Business Enterprise National Council) and The University of North Texas PLP (Professional Leadership Program) and numerous committees focusing on Special Olympics. She currently serves on the advisory committee for WOCIP (Women of Color in Pharma) a nonprofit organization dedicated to closing the representation gaps for women of color in the pharmaceutical industry. Trudy recently accepted an appointment to the Diversity and Inclusion Advisory Council for Conscious Capitalism and to the Global Consumer Goods CEO Pledge Committee in conjunction with LEAD (Leading Executives Advancing Diversity).
Trudy has been married for 38 years and is the proud mother of two children, Adam and Mary Ellen. The family welcomed a son‐in‐law (Ryan) in 2017. Trudy resides in Prosper Texas.
DR. KAREN M. DYER, consultant, was formerly the Director of the Education and Nonprofit Sector for the
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Center for Creative Leadership (CCL). Having served in this capacity for seventeen (17) years, she was responsible for leading the work that insured CCL’s portfolio of programs, products, and resources were made available to social sector leaders (e.g., nonprofit, higher education, and pre‐K‐12) ‐ enterprise wide. As a member of CCL’s Management Team, Karen contributed to being both the internal and external liaison involving CCL’s work in the social sector. Karen was a facilitator of the Women’s Leadership Program and as an Honorary Senior Faculty she continues to provide support to CCL in an adjunct trainer role.
Prior to this position Karen was the Executive Director of the Chicago Academy for School Leadership, a position to which she was recruited. In this role she was tasked with building a leadership academy that provided rigorous, results‐based professional development for educational leaders in Chicago.
Previous to this, Karen served as the Executive Director of the Bay Area and North Bay School Leadership Centers, both part of the California School Leadership Academy.
She supervised the delivery of instructional leadership programs to school site and district leaders, key teacher leaders, and school teams throughout five San Francisco Bay Area and seven Northern California counties. In addition, she acted as a coach/facilitator of individual educators, school and district teams, and parent and community groups focusing on student success.
Karen has been a school district administrator, school principal, reading/language arts specialist, teacher of regular and gifted education at both elementary and middle grades, and an adjunct professor at California State University, Hayward and Nova University.
Karen has made presentations at numerous conferences representing national and international organizations as well as having done consultation work with corporate clients, nonprofit organizations/NGOs, and school districts throughout the United States, Singapore, and India. She is the co ‐ author of the book, The Intuitive Principal and author of several articles and modules on leadership. She serves on several nonprofit boards.
Karen holds a Bachelor’s degree from the University of California, Berkeley, a Masters of Education degree from Holy Names University in Oakland, California, and a Doctorate in Education Administration from the University of the Pacific in Stockton, California.
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BECKY ELHARDT‐KIEL has had a l ife of growth, moving forward with intention, and facing adversity with courage. she reaches for a l ife that is joyful, fi l led with family and friends, deep personal fulfi l lment, self‐awareness, and always personal growth. she has repeatedly taken calculated risks, bridging any knowledge gap, and had the opportunities to be a national top mortgage banker, mother, bible study teacher, lecturer, and part of the women’s leadership
ministry team. she has become a qualified coach, developer of leadership, teams, and individuals. one of her basic needs is to add value to people daily. she does this through empowering her clients to growth in every part of their l ives.
She moved from Minnesota in 2014, and now resides in Plano, TX, where they live close to her brother, and her parents. Becky loves being the wife of Kevin, mother to her sons, James and john, and stepmom to matt, anna, and grandmother to Aurelia.
Becky completed Professional Co‐Active Coach training and began to coach in 2011. She began coaching
individuals, couples, and parents of complex children. Often, she worked with clients to gain self‐awareness,
emotional intelligence, and clarity regarding transitions and choices they were making, or discomfort in their
daily lives. She has walked alongside families with complex children, especially parents of children with
Asperger’s Syndrome, and children who need special parenting. Her business has grown to include coaching
executives and their teams, facilitating and teaching leadership development and team cohesion. Her
background in Mortgage Banking, and as a speaker, trainer, and member of the leadership team for women’s
ministries at her church have informed these new roles she’s embracing, along with the additional training
she’s pursued.
MEMBER OF THE JOHN MAXWELL COACHING, SPEAKING & TRAINING TEAM, MENTORSHIP PROGRAM, AND
AN AMBASSADOR IN THE JOHN MAXWELL CLUB: (2014‐present) Becky has received certification to use John
Maxwell’s material in her leadership development with individuals, master mind groups, and leading in the
pursuit of personal growth. The extensive training and mentoring she has received have been comprehensive
and gives her added value for her clients.
CERTIFIED BY STRENGTHS STRATEGY, LLC: (2015‐present) Becky coaches using the Gallup Strengths Finders
2.0 Assessment with tools to bring individuals and teams into much greater synchronicity with themselves
and others. Knowing who one is, and is not, leads to leaps in self‐awareness and acceptance, and finding the
place where your strengths and passions intersect. Strengths coaching leads to greater engagement,
enjoyment of life, and lowers stress levels in all areas of life.
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Keith Pigues is a thought leader and widely sought‐after speaker and advisor on company growth and strategic marketing. His experience includes c‐suite executive leadership positions in marketing and strategy. He also served as a tenured professor of Management, dean of the School of Business and Senior Academic and Administrative Officer at North Carolina Central University. He is co‐author of Winning with Customers: A Playbook for B2B (Pigues and Alderman, Wiley & Sons, 2010). He has more than 25 years of experience in marketing, strategic planning and sales leadership at firms ranging from the Fortune 100 to mid‐market private equity backed firms in a range of industries, including information technology, healthcare, agriculture biotechnology, automotive, commercial printing and building products.
Keith has held executive positions in marketing and strategy at CEMEX, RR Donnelley, ADP and Honeywell International. Keith serves on the board of directors of the Office of Mortgage Settlement Oversight and the Research Triangle Foundation. He also serves on the board of advisors for the Frank Hawkins Kenan Institute for Private Enterprise. He previously served as an independent director for Prometheus Group, a private‐equity backed software company, as well as a board member for the Business Marketing Association (BMA), where he was board chairman.
Keith’s accomplishments and contributions as a business executive, speaker, thought leader and author have been recognized by Best Seller TV, the C‐Suite Book Club, Inc. Magazine, Frost & Sullivan, Canadian Marketing Association, Consortium for Graduate Study in Management, BtoB Magazine, Business Marketing Association, American Marketing Association, Yahoo! Finance and CNBC. Black Enterprise Magazine named Keith as one of its top executives in marketing and advertising for 2011. B2B Magazine recognized him as a leading senior marketing practitioner and a member of “Who’s Who in B‐to‐B” in 2007 and 2010. He was awarded the Frost & Sullivan Marketing Lifetime Achievement Award in 2007. Keith received his MBA from the University of North Carolina Kenan‐Flagler Business School, where he participated in an international exchange program at Manchester University School of Business in the United Kingdom. He also received a BS in electrical engineering from Christian Brothers University.
Ancella Livers, Ph.D. is a skilled leadership development professional at the Center for Creative Leadership (CCL®) who has worked with thousands of managers and executives over the last 18 years. While most of her clients have been in Fortune 500 companies, Ancella has also worked with government agencies and nonprofits. For 12 years, Ancella worked at CCL® where she held a number of leadership roles including global director of open enrollment programs, global program manager of CCL’s flagship offering the Leadership Development Program (LDP®) and program manager of several other programs including the African‐American program and the Women’s Leadership program. Further, she has deep expertise on diversity issues, particularly those focusing
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on African Americans and women. Ancella left CCL for several years to join The Executive Leadership Council® (ELC) where she served as the Executive Director of the Institute for Leadership Development and Research. She returned to the CCL as Senior Faculty in 2011. Prior to her work in leadership development, Ancella spent a decade as a newspaper journalist and held roles as acting business editor and Capitol Hill reporter for Gannett News Service. Ancella has also written extensively. She is co‐author of the book Leading in Black and White: Working across the Racial Divide and of the Harvard Business Review article “Dear White Boss.” Most recently, she has co‐authored the chapter “Miasma: The Dynamics of Difference” in the casebook, Leading Across Differences. She was recently named one of the nation’s top 90 women mentor leaders by Women of Wealth magazine and is a member of the Antioch University Board of Governors, Triad Stage Board of Trustees
Susan Bean has worked with leaders from around the world, helping them develop as individuals and understand their role within their organization, the team on which they function, and the values by which they operate. She combines her experience of having lived on four continents with her ability to understand organizations and their need to effectively align people and teams with business strategy. With over 14 years of experience in organizational effectiveness and talent management, Susan’s work has spanned a broad spectrum of industries, both in the U.S. and overseas, including
Fortune 500 corporations, entrepreneurial family‐owned businesses, and government and non‐profit organizations. Her experience is complemented by an MSc in Human Resource Management and Organizational Development from the University of London, with a focus on International HR, Expatriate Selection and Measurement.
Having coached business and government leaders from nations as diverse as Azerbaijan, Germany, Colombia, and Benin, Susan brings a multicultural perspective to her work. Born and raised in the UK, she completed undergraduate research in Latin America before spending two years in Japan working for the Toyama Provincial government. While living in Italy, Susan consulted for the Governor of Treviso and numerous cabinet ministers on cross‐cultural business skills and international relations. Moving to the U.S. in 2001, Susan provided cross‐cultural business skills training and multicultural team effectiveness to BMW Manufacturing in Spartanburg, SC.
From 2002‐05, Susan was the Manager of Executive Development for Walmart, working with the executive team to create programs for the global officer population. Susan currently provides comprehensive, assessment‐based Coaching to executives, high‐potential employees, and newly‐promoted leaders, engaging them in individualized development processes that focus on personal growth and alignment with strategic business objectives. Working with leaders transitioning to positions of business impact, she helps individuals address leadership, environmental, and cultural barriers to greater effectiveness.
Susan’s methods for working with leaders — whether it be in the C‐Suite or on the front lines — deliver powerful, lasting results to individuals and organizations.
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Contact Us: The Center for Workforce Excellence
Inclusive Leaders. Inclusive Cultures. Better Business Results.
4261 East University Drive
Suite 30-#173
Prosper, TX 75078
469-617-3151
Solutions@cweleader.com
www.workforceexcellence.com
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