Services

We would use assessments like a verbal 360 or a proprietary tool called the Leader’s Dashboard to identify strengths and areas for improvement. Then we would review results together to identify initial blind spots. During our sessions I will also ask open-ended, thought-provoking questions to encourage reflection and insight.

The best outcome is a transformation in how you approach your career, leadership, or whatever it is you are looking to improve.

My goal is for you to achieve a 5 to 10 times return on this investment. If you don’t believe that this is possible based on your aspirations, we should not move forward.

My coaching methodology consists of 3 parts: Phase 1: Assessments / Phase 2: Design / Phase 3: Implementation

Success is defined by whether the individual has met or exceeded the specific goals set at the beginning of the coaching engagement. This could include career advancement, or enhanced leadership skills.

Confidentiality is of utmost importance at Cornerstone. We always obtain an agreement on the parameters of confidentiality in coaching according to the International Coaching Federation.

First, the client must define success, then we set SMART goals. Success can also be defined in subjective terms or qualitative feedback (360 verbal results).

I have a master’s degree in Industrial and Organizational psychology; 20 years experience in various areas of HR (i.e. learning and development, consulting, and mentoring); I am also a certified executive coach and certified career coach through the Center for Executive Coaching.

Typically, we will meet virtually for one hour every week for the first month. After that we may change to twice a month and choose to shorten the sessions to 30 minutes as well.

I attend conferences and other coach-related training seminars in order to maintain myself in good standing with the Center for Education and Credentialing.

I offer feedback through an empathetic lens. I take time to prepare. I identify a specific behavior instead of speaking in generalities. I state the impact of that problematic behavior and connect it to the consequences.

First, I try to prevent conflicts during our coaching sessions by genuinely listening and asking the right questions. But if a conflict does occur, I actively listen from a neutral perspective to understand the other person on what happened. I ask questions. I acknowledge the feelings behind the arguments and accusations, I paraphrase to see if I’ve got it, and I try to unravel how the two of us got to this place. And from there I try to problem solve to meet the concerns of both sides.

I offer email and phone support during my business hours. M-F 9-6 (CST)

It begins with a needs assessment and SMART goal-setting during our discovery calls. Then we move into assessments followed by personalized virtual coaching sessions. During the engagement we will go back and review and possibly update the goals. We will do a periodic review to check for sustainable change during and after the engagement.

Setting clear expectations from the start with an initial agreement and contract.