There are many reasons why companies engage executive coaches to support their leader’s development:
- To equip leaders with the leadership competencies and creative thinking to build strong teams and achieve strategic goals.
- To prepare leaders for a challenging new assignment. For example, a Fortune 100 firm was launching an entirely new company. Janet Hulet supported her strategic thinking, organizational navigating and internal fortitude for the first 12 months. This subsidiary has grown into a thriving, independent, profitable company.
- To support senior leaders to grow into the next level of their leadership impact, with improved communication and an effective style that maximizes their team and internal/external stakeholder relationships.
- To retain high performing, high potential talent by keeping them on-the-grow.
- To strengthen the productivity of leaders and teams so that it is sustainable in the long run.
Focused on outcomes, as set by both the individual leader and the organization (the leader’s leader, who is the sponsor of the coaching engagement), is the core of the work.
This is done through a process that provides the structure for the initial six-month engagement and is highly personalized to meet the unique needs of each engagement:
- Intake, Assessment, Establishment of Outcomes
- First, through the one-on-one intake session, a coaching partnership will be created.
- Then, with supervisor, a three-way alliance meeting will be used to clarify desired outcomes for the next 180 days.
- Completion, review and discussion of assessments so that the coach and leader gain deeper insight and self-awareness around strengths, obstacles, personality type and desired outcomes of the leader. Assessments may include Myers-Briggs Type Instrument, The Leadership Circle 360 Profile, stakeholder interviews, shadowing of the leader on the job.
- Navigation and Outcomes
- Much of the coaching process is navigating the path to success, both within the leader and through her/his relationships.
- A personal leadership development plan will be built, by the leader, that reflects the changes the organization and she/he want to see over the course of the coaching relationship. T
- Through identifying key performance/behavior markers, determining what is needed to recognize and overcome obstacles and seeking/acting on feedback, action toward goals will be the emphasis of this step of the coaching process.
- Alliance Sessions and Progress Recaps
- Coach and client will stay connected with the desired outcomes and will capture progress along the way.
- This will be reflected in the mid-point (typically 3-months into the engagement) and final alliance (at 6-month mark) meetings with the client’s leader and includes progress and continued areas of growth noted by the leader’s leader.
- An effective coach steps in, cultivates change to drive impact, and then steps out. Typically, an executive coaching engagement is 6-12 months, with a go-forward plan of support within the leader’s organization.
I believe that my clients are naturally creative, resourceful and whole. This is not about “fixing” anybody. Coaching is about personal and professional growth. I coach the whole you, not just the person that walks into and out of the office each day. The impact of that is that you will grow in all areas of your life, in powerful and surprising ways.
You are the pilot. You and your organization determine the “destination” of the coaching engagement. I am your navigator, supporting you getting to the destination and beyond.
And, there is one more thing I want you to know. This is a relationship of equals. I am not some all-knowing guru. Instead, we meet in a very human way to co-create possibilities, new ways of being and behaving to make your world, our world, a better place.
C-Suite, EVP, SVP, VP, and high-potential leaders in public and privately held organizations, in all industries worldwide.
Not every group of people that work together is a team just because they have a similar function or report up to the same VP. Working independently, then adding up the collective accomplishments to see how they collectively did, is essentially a work group.
The work “team” has been around for centuries, with its Old English roots in the idea of draft animals pulling together in the same direction. That’s where Janet Hulet brings out the best in work groups.
Teamwork is about intentionally striving to work interdependently, toward one goal.
Research into conversations in over 500 companies found that 9 out of 10 conversations fail to hit the mark. That means that when the conversations were deconstructed, through research, observations, and recordings, that 9 conversations out of 10 were visible and anecdotal ‘low levels of connectivity’. ‘Fail to hit the mark’ means that people walked away with different views of reality and what they agreed upon. That’s at the foundation of Conversational Intelligence, just one of the team building tools used by Navigating Brilliance.
- Building trust through deeper understand and respect for each person’s operating system
- Getting the team aligned with what they are wanting, personally and collectively.
- Creating a shared vision, accountability and excitement.
- Working through emotional and organizational roadblocks.
- Understanding the “I” within the “we” of a team to fuel the deep individual and shared commitment.
- Growing the conversational intelligence of the team allows for better conversations
Time and again, investing in team experiences results in strong, more effective, less stressed teams.
Janet brings over 10 years of certified business coaching experience, along with a wealth of business experience in consumer products companies, to each engagement.
As a PCC-level coach with the International Coach Federation, Janet has logged thousands of hours coaching leaders and has met its rigorous training requirements, including ongoing education.
Janet is a born learner. She never stops her own personal growth for knowledge, especially the latest thinking and research, as it unfolds. She is certified in a handful of powerful assessments, offering a toolbox of resources for a holistic approach to each coaching engagement.
Janet offers a one-hour complimentary exploratory coaching session for any leader interested in learning more. This is not just talking about coaching, it is you actually experiencing the power of coaching with her.