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:

  • Founder/CEO 

  • Executive Vice President

  • Vice President

  • Director

  • Sr. Director

  • Chief Operations Officer

  • Chief Executive Officer

  • Founder

  • President

  • Chief Revenue Officer

  • Chief Investment Officer

  • Chief Financial Officer

  • General Counsel

  • Partner

  • Sr. Manager

  • Advisor

Areas of Focus

  • Organizational Dynamics

  • Interpersonal Effectiveness

  • Leadership Capacity

  • Organizational Contextualization

  • Core Issue Identification

  • Behavior Change

Coaching Helps Leaders

  • Achieve a specific leadership identity 

  • Build a significant, meaningful career

  • Create a legacy

  • Define a sense of self and what to stand for

  • Center life on key principles

  • Design a worldview and focus on individual contribution 

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:

01/

Goal Setting

Setting goals involves developing a connection between leader and coach, analysis of current performance – both successes and gaps – and a deep understanding of the organizational needs. 

03/

Change Process

With a development plan to guide our work, coaching becomes an opportunity to flex new behaviors, practice skills, and address missteps. We expect the change process to be difficult – if it weren’t, everyone would simply continually improve, without intervention and support. In this phase, each leader’s development is supported through accountability measures, support when needed, and positive encouragement at every step of the way.      

02/

Reality Check

Data is gathered from key stakeholders through conversations led by the coach and/or leader and/or the coach’s observation of the leader’s effectiveness. As the leader’s reality becomes clear, a development plan is formulated to address building on natural leadership strengths, areas of disconnect or challenge, and opportunities for success and performance improvement.  

04/

Next Steps

As the initial phase concludes, progress is assessed. With the understanding that deep change is not (typically) rapid, the coach and leader determine the best next steps to build on the momentum of the coaching experience. Led from a psychologically-grounded understanding of personal growth and evolution, each leader experiences a sense of closure to this phase and a renewed understanding of the work to come.       

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

  • Individual, confidential conversations with each partner to identify issues, needs, assumptions, and goals. 

  • Clients report they are surprised by what they learn about their own positions; hardly self-evident in many cases. 

  • We spend time to uncover what’s important, prioritize goals, and check underlying assumptions and willingness to stretch.  

  • I do not share between parties at all.  


 

Stage 2: Facilitated Conversation 

  • Communicate what we have learned in the first stage.  

  • In stage 1, I have prepared each partner for this conversation.  

  • The structure makes doing ambiguous work easier.  

  • 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

  • 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

 

  • Coaching the founder requires a deep understanding and appreciation for imprinting, identity dynamics, and organizational evolution.  

  • I help founders and CEOs determine who to trust and how to manage others’ perceptions while developing key relationships for success.

  •  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

 

  • Refocus for legacy

  • Let go of long-held ideas and beliefs that no longer work  

  • Clarify priorities

  • Develop the ability to coach others 

  • 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:

  • 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:

  • 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:

  • 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?

  • 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

  • Minimizes chance the high potential leader succumbs to common pitfalls; insurance to strengthen chances of success without stumbles

  • Adds interpersonal skillfulness (i.e. prevent harassment, problems)

  • Careful, supportive tutoring builds skills and frameworks to harness underlying emotional intelligence.  

  • Affirms basic connections with people

  • Creates a guide map for gauging rapport and trust, correcting misperceptions, and building strong relationships with peers and subordinates.

Virtual Appointments Available.

3490 Piedmont Road   |   Suite 1350  |  Atlanta GA 30305  |  (770) 330.1405  |  Krysia@KrysiaWaldron.com