Jake Dufour, SHRM-SCP
Not sure coaching is the right tool?
Start with a conversation. Thirty minutes, no charge. If what you are describing is a different problem, I will say so.
Book a 30-minute conversationPeople naturally adjust what they say, and habits that worked early in a career may no longer be helping.
The gap between how a leader means to come across and how they actually land is usually where the trouble starts, and it’s the last place anyone tells them to look. Coaching is one-to-one work on closing that gap.
Most engagements begin with the Hogan Assessment, which is built for working adults and grounded in decades of research on workplace performance. Hogan looks at a leader from three angles: how they tend to show up day to day, how they behave under pressure, and what they value and are driven by. Together, they describe how others are likely to experience a leader, which is exactly the view a leader has limited access to. A Hogan debrief gives every session after it something concrete to work from.
A mediator’s work is finding what sits underneath what people say, and making a hard conversation possible. Most of what leaders bring to coaching is a conversation they’re avoiding or one that went badly. Mediation training is how those conversations get unstuck, and it shapes every session.
Self-awareness only matters if it changes what a leader does next. Eighteen years of HR leadership means the coaching connects what a leader learns about themselves to the decisions in front of them.
Coaching works best in those cases when the feedback has reached the leader directly, the leader recognizes it, and the organization is investing in someone it intends to keep.
Coaching is available on its own, as part of an On Demand block, or inside an Outsourced HR & Leadership Advisement retainer.
Start with a conversation. Thirty minutes, no charge. If what you are describing is a different problem, I will say so.
Book a 30-minute conversation