Leadership coaching focuses on factors that impact effectiveness in your role and environment and may include: collaboration, communications, gaining buy-in for growth initiatives, emotion and stress resilience, and content strategy and writing for branding and thought leadership.
From C-Suite to mid-level leaders, including those who have leapt from technical to people management roles, this focus may incorporate 360-degree feedback and other tools to optimize role-environment fit, impact, and personal wellbeing.
360-Feedback
Receiving honest feedback can be challenging, even when you regularly invite it! The 360-degree process offers a clear and structured framework to evaluate yourself, and for others to assess you on competencies that are essential to your work environment. You’ll identify overlapping views on your value-adds and development opportunities as a basis for forming a leadership development plan. Whether you’re striving to be as effective as possible in your current role, or preparing for a new position, 360-feedback is an important tool for boosting performance, building on results, enhancing role-environment fit, and evaluating your career trajectory. The tools we’ll engage may include the Hogan Personality Assessment Suite, the Center for Creative Leadership’s suite of 360 instruments, and/or other feedback approaches.
Read some of Hemda’s blog posts to learn more about her approach to performance effectiveness: What’s Your Game-Winning Strategy?, Overcoming Fear, and How to Recover from Setbacks