Consulting Services
Executive Coaching - Teams
"Dianne has a keen ability to look at the overarching organizational issues while also recognizing individual differences of those who comprise a particular leadership team."
CAO, manufacturing firm
Executive teams immersed in key projects frequently find themselves mired in complex business-based, multifaceted problems. These problems can become particularly bogged down when they're weighted with interpersonal communication and behavioral dynamics. It is at this juncture that Dianne's professional insights and pragmatic solutions help teams navigate out of organizational logjams.
Dianne works with teams around difficult and substantive issues. These can be teams "in trouble" but just as often are high performing teams who wish to get to the next level of performance around execution, strategy, innovation, etc. There is no one standard approach to working with teams -- she may work more closely with the team leader or she might act as a process facilitator for the whole team, offering alternative strategies and approaches to difficult behavioral roadblocks.
(All identifying names and details in these cases below have been changed to protect confidentiality.)
Types of Engagements
Decisions Don't Stick
An executive leadership team repeatedly undermined its key business goals by not sticking to decisions. Dianne observed weekly executive team meetings to follow the thread of the decision-making process and to identify the point where plans began to unravel.
The meetings were tape recorded and analyzed. From her analytical presentation the executive team gained insight into key dynamics that were interfering with its ability to commit to decisions. It also shed light on how the team was improperly structured; they subsequently revamped the team. The revamped (and smaller) team was more effective at follow through and accountability.
Assimilating Key Member of the Leadership Team
A CEO sought Dianne's participation in the selection of a key leadership hire and to accelerate the new executive's learning curve and acceptance into the organization.
After the candidate was hired, Dianne observed him in several meetings and provided feedback to him. She worked with the CEO and new hire to design the best approach for accelerating his learning curve, with a particular focus on rapidly building trust with the CEO.
The executive assimilation was so swift and productive that the CEO asked Dianne to provide this service for all new C-level hires.