Executive Coaching
NEW LEADER: “I just got promoted to a new leadership role… now what?”
EXPERIENCED LEADER: “I’m doing well, but would like to further my capabilities.”
CHALLENGED LEADER: “I thought I was doing well… until HR called.”
TEAM: “Our team is spinning its wheels… How can I get us back on track?”
NEW LEADER
At Niguelle Pittenger Consulting, we help New Leaders
in situations like these:
- I am a new boss and have been promoted over my peers, who don’t seem to respect me. Every time they have a problem, they go to my boss. It makes me look like I don’t know what I’m doing.
- I am trying to make some changes and implement the policies in our employee handbook. The previous boss let people get away with anything and I’m running into a lot of resistance.
- I just got promoted and I’m really overwhelmed. My boss is pressuring me to do more. I know I should delegate more but don’t have time to train anyone. Plus, they’re all so busy, too.
- I want to be the kind of boss that people are willing to run through a brick wall for.
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EXPERIENCED LEADER
we Also help Experienced Leaders
in situations like these:
- I have a great team, and I think they like working for me. However, I’d like to increase our profit. How do I get them motivated to do more?
- I’m an HR leader, but don’t get invited to meetings that I should be a part of. What can I do to get a “seat at the table”?
- We have a new president who is very different from our previous laid-back leader. He is implementing a lot of change very quickly. My staff are complaining to me but whenever I try to give him feedback, he talks over me. I’m really burned out and I am concerned that staff are going to quit.
- There is a lot of tension and conflict in the group that I lead. I want them to work as a team. I think it is holding us back but I don’t know how to handle it. I know they are capable of more.
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CHALLENGED LEADER
we help Challenged Leaders
in situations like these:
- I run a small business and am hearing that my staff are not happy with my leadership. What should I do?
- I have been working in my VP role for some time and think I’m doing a pretty good job, but HR just came to tell me that one of my employees was in her office crying today about how I am treating her. I have been told that I come on too strong at times.
- I have great technical skills, but my boss tells me that I need to build my “leadership presence” so people will listen to me.
- We are going through a major transition and I don’t support it. I think I need to adopt a new mindset.
- I’m so tired of babysitting my staff! Why can’t they just do what I tell them to do?
TEAM
and we help Teams
in situations like these:
- Our team is wasting a lot of energy either in conflict or avoiding it.
- The teams in our organization need to learn how to function more effectively and produce the results they’re truly capable of.
- The executive team that I lead spends a lot of time talking about what we need to do, but then no one does anything.
- Our team’s strategic goals do not seem to be in alignment with organization priorities.
Executive Coaching
We provide one-on-one custom development opportunities for executives and leaders throughout the organization. Through regular contact, we gain an understanding of strengths and development needs, creating innovative solutions. Our focus is on helping executives and leaders achieve outstanding business results by developing and sustaining new perspectives, attitudes, skills and behaviors.
Team Coaching
We coach teams to have honest conversations about how they’re currently working with each other, and define actionable roadmaps to increase success. We offer customized coaching for teams to improve the way they work together.
how coaching works
Coaching begins with the identification of the client’s goals for the engagement. Once those goals have been established, a regular schedule of coaching sessions begins. In these sessions we work toward the initial goals and set interim steps between sessions to make progress. We regularly use 360 assessments and/or other situation specific assessments to enhance coaching results. A standard coaching engagement lasts 6-9 months with a minimum of two meetings per month. Ongoing communication takes place between meetings. Sessions can be held in-person, on the phone or through video conferencing.