Coaching
Coaching & Assessment
I am a certified coach with the Marshall Goldsmith Behavioral Coaching™, the Denison Consulting Model™, and The Leadership Circle Profile Method™. These are some of the most powerful and effective leadership assessments available today. Taken together with my highly customized approach to executive coaching and team development, I can craft an approach to meet your particular needs.
My Coaching Approach
My coaching philosophy focuses on several key dimensions of individual, team, and organization development. First, at the behavioral level, an individual must be aware of his/her behavior and their impact on peers, team members, and the organization as a whole.
Second, I help my clients to become more aware of their impact upon their immediate work teams.
My belief is that sustainable organizational change most often occurs one work team at a time, and
that the impact of one’s behavior and leadership approach is most evident and best developed
within the work team setting. Our latest book, “Leading Organizations from the Inside Out”
(John Wiley & Sons, 2006 2nd Edition) deals specifically with how to become an effective leader of
teams that drive positive organizational change. This book has been selected as a core text in several
graduate schools of business, and is specifically designed for working professionals. Read More >>
Third, my work with my coaching clients helps them to become more aware of broader organizational dynamics, and how their actions impact the organization as a whole. I help my clients to understand their organization’s strategy, and how to align their team with this strategy in order to produce outcomes that enhance team performance while furthering broader organizational objectives. This approach enhances succession planning and retention strategies by developing leadership capacity and increasing employee engagement in the context of real work.
An article I recently published in Personal Excellence Magazine (April, 2005) with former Navy test pilot
and Squadron Commander Linda Schaffer-Vanaria explores how leaders today must learn to "scan"
broad organizational patterns in order to pinpoint high-leverage opportunities for change. In another
article that I co-authored in Executive Excellence Magazine (December, 2004) we point out how increasingly
“tactical decisions have strategic consequences,” leading to the need for everyone in the
organization to clearly understand their actions within the broader strategic context of the organization.
This article was co-authored with Major General Robert Ivany, former President of the U.S. Army War College,
who worked to develop civilian and military leaders from over 42 countries. Read More >>
360 Leadership Assessment
360 Multi-Source Feedback assessment instruments (MSF) consist of a systematic feedback process involving a cross-section of stakeholders, including one’s boss, peers, and subordinates. I also like to include feedback from key vendors, suppliers, and customers in this feedback process in order to gain an accurate assessment of leadership performance from multiple perspectives outside one’s current organization.
I work closely with leaders to identify key strengths and areas for improvement, and help them create a development plan that aligns personal goals with organizational strategy. I prepare them to follow up systematically with their key stakeholders, involving those with whom they work most closely in accomplishing their goals. I ensure that these development goals are targeted at specific behaviors that are in alignment with the strategic direction of the organization. This process in effect turns one’s stakeholder group into a team of coaches that assist the leader in achieving targeted developmental objectives that promote both individual and organization development.
One of the most powerful and effective 360 assessments on the market today is the Denison™ 360
Leadership Assessment. A sample page of an assessment for a “high potential leader” can be
seen below:
As you can see from this diagram, twelve key dimensions of leadership are measured and displayed in
a clear, easy to understand graphic that immediately identifies strengths and areas for improvement.
Each dimension of the diagram also correlates directly with key dimensions of organizational
performance.
Schedule a 360 Survey with Bruce or get more information here.
Organizational Culture Survey
Executives today need a “dashboard” of their organization’s vital signs that is
capable of linking organization culture to bottom-line results. The organization culture survey we
use provides executives with a concise visual gauge of how their organization is performing on
twelve critical dimensions, while revealing at a glance where to place their “crowbar” in
order to gain maximum leverage with minimum effort.
One of the most powerful culture surveys on the market today is the Denison Organization Culture
Survey™ (DOCS). This survey can be conducted online over a lunch break, and is used extensively
by organizations such as the Department of Defense, Jet Blue, Target, Dow Chemical, and Disney. As a
certified Denison Consultant, I can analyze the survey with leaders from your organization and help
you to quickly identify where you should focus your efforts in order to achieve maximum, sustainable
results. A visual representation of the survey instrument can be seen below:
The dashboard of critical organizational vital signs created by this unique assessment instrument allows the leader to quickly determine where to put his/her crowbar in order to achieve maximum impact.
Schedule a Culture Survey with Bruce or get more information here.
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