Diane’s intent as a coach is to support leadership development in aligning behaviors with achieving the results that are most important to the long-term success of the leader’s personal and professional goals.
Coaching begins with an assumption that clients are whole, wise, and highly knowledgeable about the nature of their own personal and professional development. Therefore, the coach’s primary role is to draw out the leader’s wisdom through inquiry, curiosity, gentle provocations, and challenges that help the leader to stretch into his or her best capacities.
Diane works with each leader to co-create self-observation exercises and behavioral practices. The exercises and practices support leadership development inbetween coaching sessions.
The expected outcomes of leadership coaching include:
- Identification of the key behaviors to stop, start, or continue doing to increase leadership effectiveness.
- Involvement and commitment of stakeholders (i.e., direct reports, peers, support staff, and supervisor) in the process of helping to increase effectiveness.
- Growth that will be noticeable and measurable (by ongoing feedback from stakeholders) on specific leadership behaviors.
Long-term effectiveness for the client and the client organization, based on increased capacity to achieve results through building and maintaining healthy relationships.
In-person, by phone or video conferencing
|Length of Time||Coaching Sessions|
|30- to 60-minute sessions||1 session|
|3 months||Up to 5 sessions|
|6 months||Up to 9 sessions|
|12 months||Up to 15 sessions|
- 360 interviews (PDF)
- Emotional Intelligence (PDF)
- Myers Briggs Type Indicator, Type II (PDF)
- Thomas Kilmann Instrument (PDF)
- Influence Style Instrument
- Wiley Everything DiSC Workplace (PDF)
- Wiley Leadership 363 (PDF)