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Working with an external coach allows emerging and existing leaders to tackle serious issues and needs, as well as normal development goals, in a safe environment. Those who experience effective coaching understand its connection with the origin of the word “coach,” a vehicle for taking valuable people from where they are to where they want to be. This is the goal of leadership development. Possible formats include:
My Intentional Leadership framework ensures that existing and emerging leaders deepen their understanding of their own strengths and needs for maximum effectiveness. They learn to recognize that what worked with one team or goal or situation may not work in another. The full learning experience calls leaders to examine strengths, blind spots, and priorities through three powerful lenses: emotional intelligence, personality type, and research-based leadership responsibilities. They walk away with the start of a personal plan and the processes to complete and use it and learn how to apply the frameworks and tools in each new leadership situation or dilemma.
“Your presentation made me reflect upon my own leadership skills and recognise the changes I needed to make to improve the delivery of my knowledge to the staff in my school. Because of the reflections you led me to, my style of presentation is now completely different. The immediate result was that my staff were receptive; a number of them commented on my new ‘style’ and how it made them finally understand concepts. I walked away for the first time feeling like I made an impact. I made that impact because of [Jane]!”
“My coaching sessions with Dr. Kise have proven invaluable. Her use of assessments, thoughtful questioning, and engaging conversation helped me to better understand myself and to clearly define my leadership philosophy.”
“We would like to thank you for the magnificent job you [and Ann Holm] did at our Truly Nolen International Convention in the Dominican Republic. The presentations and workshops were outstanding. All the participants found the material very interesting, helpful and appropriate for all the different cultures [representing 28 countries] in the meeting.”
As with many skills-based services, the most straight-forward way to talk about price is with that hated phrase, “it depends.”
For leadership development, it depends on the extent to which I tailor coaching or leadership team development, the number of participants, and the cost of books, assessment tools or other resources.
The bottom line, though, is meeting your needs. Let’s talk to discern the kind of engagement that will match your goals, make the most of available resources, and foster impactful learning for sustainable change.
Introduction to Type ® and Coaching
This practical booklet outlines Jungian type theory, tools on using the framework for coaching, and information on the needs and best practices in coaching for each of the 16 personality types.
Work It Out: Using Personality Type to Improve Team Performance
Sandra Hirsh and I wrote this book to assist business leaders, managers, and consultants in simplifying the complex interactions between people at work. Each chapter explains a different method for looking at normal differences in human behavior and how type theory impacts leadership and management styles. Case studies and techniques to try make resolving personality conflicts and improving organization performance simple.
