Performance Coaching
Helping entrepreneurially-minded clients excel at main inflection points in their careers
What to expect in a coaching engagement
In a customized coaching session, a client will unpack the elements of a situation, discover what is most important to him or her, and take decisive actions to reach goals. Krysia works with executives at all levels, including:
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Founder/CEO
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Executive Vice President
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Vice President
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Director
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Sr. Director
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Chief Operations Officer
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Chief Executive Officer
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Founder
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President
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Chief Revenue Officer
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Chief Investment Officer
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Chief Financial Officer
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General Counsel
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Partner
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Sr. Manager
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Advisor
Coaching Process
Best-in-class coaching combines a psychologically-minded process with action-oriented accountability and deliverables. Deviation from the program is expected to some degree, and yet each engagement will endeavor to follow the basic tenets of the following framework:
Types of Coaching
Partnerships
The partnership work process uncovers each party’s needs and interests and makes it possible to ascertain the best path forward to achieve organizational goals.
01/ Partnerships
Stages of partnership work:
Stage 1: Confidential communication
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Individual, confidential conversations with each partner to identify issues, needs, assumptions, and goals.
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Clients report they are surprised by what they learn about their own positions; hardly self-evident in many cases.
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We spend time to uncover what’s important, prioritize goals, and check underlying assumptions and willingness to stretch.
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I do not share between parties at all.
Stage 2: Facilitated Conversation
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Communicate what we have learned in the first stage.
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In stage 1, I have prepared each partner for this conversation.
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The structure makes doing ambiguous work easier.
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By the end, partners understand each other’s positions more clearly than ever before, and as a team we have an idea of whether we have overlap and what next steps are.
Stage 3: Steps to Move Forward
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Confidential conversations with each partner to wrap up where we are.
02/ Founder & CEO
Coaching helps top executives meet new challenges and achieve their best work.
Hallmarks of Founder Coaching
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Coaching the founder requires a deep understanding and appreciation for imprinting, identity dynamics, and organizational evolution.
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I help founders and CEOs determine who to trust and how to manage others’ perceptions while developing key relationships for success.
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Entrepreneurs are rapid, visionary leaders who need support to counterbalance future-oriented tendencies with mindful, relationship-oriented leadership skills.
CEO's and Founders will be coached to
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Refocus for legacy
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Let go of long-held ideas and beliefs that no longer work
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Clarify priorities
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Develop the ability to coach others
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Bring the team along with you
03/ Teams
Teamwork coaching capitalizes on the inherent wisdom of the team as well as its members’ natural motivation for growth and development. My approach prioritizes both the “group-as-a-whole” aspect in addition to the individual personalities/styles of the team members.
Here's why team coaching works
It prioritizes the whole:
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By avoiding the common (natural) inclination to highlight individual actors at the expense of understanding the unique character of this team as a group, we also avoid many of the expected psycho-emotional defenses to developmental work.
It allows for internal feedback:
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The most organic entry to this work is a qualitative multi-rater feedback process with the team itself as the entity under consideration.
It gives a 360 view:
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As in a qualitative 360 process for an individual leader, the best process involves consensus around the goals of the analysis, co-creation of the protocol, agreement on the respondent pool, protected confidentiality for all participants, and transparency in feedback.
04/ High Potentials
Coaching is an important part of leadership growth on the path of executive development.
Who are “high potentials”?
High Potentials refers to mid-level managers and above who can benefit from process work that helps them reach the next level in their careers.
Does my company need this coaching?
When resources permit a company to invest in employees at all levels of the organization, workflows become more efficient and beneficial for everyone. Including mid-level management in coaching and training also means employees are working within the same framework for reaching common goals.
Why is this preparation necessary?
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Accelerates self-concept’s equation to current authority; the psychological experience lags objective reality. As others look to the ascending leader for direction, the leader must fill the role before they feel ready
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Minimizes chance the high potential leader succumbs to common pitfalls; insurance to strengthen chances of success without stumbles
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Adds interpersonal skillfulness (i.e. prevent harassment, problems)
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Careful, supportive tutoring builds skills and frameworks to harness underlying emotional intelligence.
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Affirms basic connections with people
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Creates a guide map for gauging rapport and trust, correcting misperceptions, and building strong relationships with peers and subordinates.