Coaching Experiences

Strong leadership begins with strong awareness – of self, of team, and of the business. With increased perspective as a foundation, a coach can intentionally help you identify your anchors and plan for your next reinvention.

All coaching clients receive a copy of The Self-Aware Leader and specific models like the one on the left, are used to help propel learning and doing. This model specifically focuses on one’s ability, capacity, and willingness to give.

Dan’s coaching experiences are traditionally six to twelve months in length with a series of core development tools that drive success:

• Discovery interviews with key stakeholders to understand the full picture

• A self-assessment based on The Self-Aware Leader model

• The identification of up to three key priorities as the focus for the journey

• Confidential 1x1 meetings that balance your needs with those of the team/organization

• Being intentional on how to drive more inclusion, equity, and belongingness

• From/to exercises that intentionally map out key pivots

• A development plan that carries on well beyond the coaching engagement

There are four general areas that Dan has focused his coaching efforts on:

Executive Coaching: Dan has worked 1x1 with C-suite leaders (Chief Executive, Product, HR, and Diversity Officers, etc.) to help facilitate new momentum and targeted leadership development.

Middle Management Coaching: Dan has coached many middle managers in talent pipeline programs pinpointing the what and how tied to process improvement and team/careers development.

Group/Team Coaching: Through a combination of individual and group meetings, Dan has helped new and intact teams grow trust, reset expectations, and build a new operating rhythm.

Onboarding Coaching: Whether it’s a new leader in a new organization, or an internal move to a new position, onboarding coaching can accelerate learning curves and generate early wins for all.