Unlock personal impact, team performance, and your organization’s potential.
Lillian Davenport
Leadership and Career Strategist
Lillian Davenport
Leadership and Career Strategist
In corporations, Human Resources often has responsibility for talent development, employee retention, and succession planning. This responsibility could reside with the CEO in small businesses.
With people development as an integral element of business strategy, you desire to equip executives, senior leaders, and rising leaders with skills to manage through the challenges and changes of today and the future.
To increase leadership effectiveness and impact, businesses cannot:
- Want managers to transform into leaders without helping them develop and model the desired skills.
- Expect leaders to take their performance to the next level without intentional support.
- Approach leadership development by trial and error without structure and measurable outcomes.
empower individual and business success.
One-to-One Coaching
Stakeholder Centered Coaching® is our cornerstone One-to-One Coaching for businesses.
Marshall Goldsmith, recognized as one of the Top Ten Business Thinkers in the World, developed the Stakeholder Centered Coaching® approach. It is a proven coaching method used worldwide to help successful leaders get even better.
The Stakeholder Centered Coaching® method uniquely involves stakeholders, execution of focused leadership behavior change, and follow-through to measure growth in leadership effectiveness.
It is a highly effective, transparent, structured, and time-efficient approach that produces guaranteed and measurable results.
"I want to help successful people achieve positive, lasting change and behavior; for themselves, their people, and their teams. I want to help you make your life a little better."
Stakeholder Centered Coaching® | Steps
STEP 1: Define a Leadership Goal Important to the Leader and Organization.
The Leader chooses a goal, determines the Stakeholders impacted by current behaviors, and will be beneficiaries of the Leader’s behavior change.
STEP 2: Gain Buy-in from Stakeholders Who Will Engage in the Process.
Each Stakeholder is asked to actively participate in the Leader’s improvement on an ongoing basis.
STEP 3: Complete Stakeholder-Based Planning.
The Leader and coach collaborate to develop an action plan based on the Stakeholders’ input.
STEP 4: Collect Stakeholder Input Monthly.
The Leader conducts a monthly check-in with each Stakeholder to ask for feedback on past observations and suggestions on what to do more, better, or differently going forward.
STEP 5: Measure Leadership Change from the Stakeholders' Views.
At the designated interval(s), conduct a formal mini-survey with the Stakeholders to assess the Leader’s progress on the chosen development goal.
Leadership Team Group Coaching
Leadership Team Group Coaching is for mid-level leaders, first-time managers, and high-level individual contributors looking to polish their skills in critical areas: navigating complex people leadership situations, engaging in beneficial business relationship building, delivering stand-out performance, and mapping career advancement paths.
Leadership team members will cultivate a CEO mindset that deepens strategic business insight. This enables breakthrough views that embrace, champion, and facilitate organizational change, employee engagement, and higher individual and team performance.
Organizational Development Consulting
Organizational Development Consulting is for leaders ready to unleash the organization’s full potential.
We work with leaders to evaluate the existing workplace culture, identify opportunities to strengthen the organization as a business system, and create and implement strategies and plans to realize the desired culture and business goals. This process often includes work environment assessments, targeted organizational development initiatives, and change management support.
The goal is to enable the organization to gain an overall competitive edge in its productivity, performance, and bottom-line results.
