As a qualified executive leadership Coach with PhD-level psychological training, I specialize in coaching highly talented professionals about their behavioral skills in business relationships, in the balancing of private and public life, and in the learning, practicing and exercising of charismatic leadership in their workplaces.

1. Behavioral Coaching for Leadership

Coaching_Executive-CoachingLeaders limit their influence when they ignore the crucial role of coaching. The best leaders coach others, and the very best leaders receive coaching themselves. Here's the who, why and how of behavioral coaching.

Who: People in positions of leadership and responsibility over people, financial and intellectual assets are the primary candidates for behavioral coaching.

Why: Behavioral coaching helps identify blind spots or areas of one's behavior that do not quite meet the standard of excellence. Unless these blind spots are identified correctly, they cannot be the target of improvement. It is imperative for the entrepreneur, business leader, or senior executive to have the foresight to hire an expert in this area, and let go of the arrogance of, "I can do it all by myself, I don't need any help."

How: Behavioral coaching is an assessment of a person's current behavior, attitudes, and emotional state. This is followed by an identification of blind spots and area of improvement, which then become the target of coaching. A limited number of sessions (half a dozen or so) is usually all is needed to initiate the necessary changes. As an added dimension, an optional integration of behavioral coaching with the principles of the Christian faith is available from Dr. Z.

Many moderately successful senior executives view their primary roles only as protecting and enhancing shareholders' value, establishing corporate strategy, and avoiding litigation, bankruptcy, and prosecution.  "Getting a coach" isn't on their to-do list or in their job descriptions. Many more highly successful executives understand the need to hire the best professional help available , especially for the delicate task of enhancing their performance and success.

For behavioral coaching with Dr. Z call for an appointment at (678) 554-5632 or fill out the online appointment request.

2. Behavioral Coaching for Professional Growth in Organizations

Coaching_bigstock-Coaching-25380977Executive coaching is most often used by organizations in the following situations:

• Assisting a newly appointed leader to make a successful transition into a key role, particularly when the individual is new to the organization

• Helping a valued executive with a specific performance problem to develop new skills and make necessary, often difficult, behavioral changes

• Assisting a high-potential employee to fast track by developing his or her leadership skills in order to expedite readiness for a more senior role

• Acting as a confidant to senior executives as they wrestle with difficult strategic and operational decisions.

As both a sounding board and devil's advocate, the coach helps the executive analyze issues, generate and test different courses of action, identify obstacles and move toward successful implementation.

3. Behavioral Coaching for CEOs and Entrepreneurs

Consulting_Organizational-Development2Coaching executives at the top of an organization presents a set of issues unique in the realm of executive development. There are certain elements common to the coaching of all managers, whatever their level within an organization, but my experience of consulting to senior managers has taught me some important lessons.

Probably the most important of these lessons is that, if senior executives are going to view developmental coaching as being useful, it had better be evident to them that the coach's efforts are intimately tied to the realities of the business. Chief executives, senior operating officers, and general managers are charged by their shareholders with enormous responsibility in growing their businesses and achieving new levels of profitability.

With that responsibility comes the leadership challenge of building an organization; getting a group of people to perform in a consistent fashion; and, in some cases, changing the corporate culture. This is the stuff that keeps executives awake at night. And this is the stuff that is relevant to my work in developing senior executives—linking the executive development process to the realities of the business.

In seeking to make sure my consulting is relevant to the realities facing the executive, I am continually focused on trying to understand not only the work of the individual I am coaching, but also the unique context and business objectives of the client organization.

There are a number of dynamics to be considered, as well as myths to be dispelled, if one is to be effective consulting in the executive suite. For example, a commonly held view is that senior executives don't need to be developed—after all, they are senior executives. "Heck—if they still need to be developed at that level, they shouldn't be there in the first place!"  This myth might be summarized as "the higher you go, the less you need to be developed. "  This couldn't be more false!

The fact of the matter is, the higher an individual moves in an organization, the less feedback he or she is likely to receive. Senior executives tend to get isolated from real-time, unvarnished feedback about the impact of their individual leadership. Consider getting a professional coach to achieve the level of performance and success that only comes from reaching higher.

4. Behavioral Coaching for Career Advancement

If you have hit a plateau in your career and you are ready to advance to the next level, behavioral coaching is for you.

If there is a fork in the road and you are uncertain about which option to take, behavioral coaching can help.

If you have bright new ideas but cannot yet find a way to implement them, behavioral coaching can help you decide.

Included in Dr. Z's coaching program is a thorough assessment of personality and skills, using the MBTI and SII assessments.

5. Behavioral Coaching for Change Management

There are two key attributes present in the practice of behavioral coaching for change management.

The first is its overriding purpose: to enhance the individual executive's contribution to organizational performance and to facilitate necessary and desirable change.  If coaching can't be directly and positively correlated to performance and change management, it will eventually become just another forgettable dead-end.

The second attribute involves ownership: the executive, not the coach, owns the decisions and change actions arising from the coaching process.  As in any true coaching relationship, it is understood that the coach does not bring function-specific or operational solutions to the table, unlike many other types of consulting.

  • Coaching Overview

  • On this page: The 5 types of behavioral coaching offered by Dr. Z

For behavioral coaching with Dr. Z call for an appointment at (678) 554-5632 or fill out the online appointment request.