corporate coaching

Salary and health coverage are vital to a company’s performance through attendance, productivity, recruitment, and retention. A tool often overlooked, professional development, has higher proven productivity and financial results. Imagine offering your talented staff the tools to move past ANY work dilemma, for example, a sales plateau.

Think about how much your senior managers spend on the same internal political jockeying or managing their team’s stress (both professional and personal). You have the tool to move your squad past repetitive problems by investing in development coaching.

Do you feel like a school principal – and need to send “students” to the counselor’s office?

The follow-up one-on-one session can allow your staff to dive deeper into any persisting issues in the professional environment with a coach familiar with your corporate dynamics. Imagine never having to utter “you are fired” again. Through follow on coaching, you will have the resource to refer any employee to receive further coaching to ensure a transformation into a successful employee. This confidential coaching can be engaged for managers dealing with specific team dynamics or leadership challenges. An employee can be assigned a coach to enhance a career goal.

Develop your company’s coaches – allow us to sack ourselves!

You already have many people in your company stepping up to the challenge of being everyday mentors and coaches. You can now offer a series throughout the year to enhance the skills and tools of your natural coaches. Offering a coach’s training component will teach your team the tools needed to take on the role provided by a development coach to end our services. This program will ensure your company has everything in place for proper staff assessment, development programs,d the trained team of natural leaders to administer a program in-house.

Coaching can cover the following:

  • Recruiting the most appropriate employee for the job

  • Increasing sales goals for individuals or a team

  • Managing creative or skilled teams

  • Managing client personalities and being more productive clients

  • Career advancement and retention

  • Getting to know your team’s dynamics and building cohesion

  • Managing your manager’s expectations

  • “Checking baggage” you bring to work each day

  • Rapport building to get results

SUCCESS IN ACTION

 CLIENT: Small Financial Services Firm

THE NEED: The Owner & CEO struggled with a way to transition business development efforts to the Firm’s partners. The firm, which had 250 clients and $350 million assets under management (AUM), hired Todd to support a shift in how the business was operating -- relying solely on the owner to drive business development as opposed to a team of executives building the business. The Owner & CEO was met with resistance from some of his partners and a decision needed to be made; If his team was not going to step up, they needed to leave.

RESULT: The a little over a year of leadership development, marketing coaching, and change management the company went from signing 12 new clients a year to over 50 per year. In the second year of this transition some partners ultimately decided to leave the firm because they did not have a desire to learn a new skill set and grow as a professional. While we set challenging goals we did this while providing more enticing incentives. In the third year of this engagement, the Owner & CEO expressed an interest in selling the firm. We partnered to position the firm as a prime asset of acquisition by highlighting the increase of $550 million in AUM and over 350 clients the firm had. The company saw a nearly 60% increase in revenue in just a couple years and the total sale price was reflected tremendously by this major shift and coaching effort.

CLIENT: Major Investment Bank

THE NEED:  A Senior Associate was a flight risk. His team valued him and believed he had a promising future at the bank. The associate was over work and needed to see a sustainable future to believe staying with the bank was in his best interest and he also needed more stimulating work.

RESULT: We started working to reduce the Senior Associate’s deliverables and reduced his availability at the office to help him prioritize the most important work. He focused on managing his leaders along with better delegation skills under his more constrained time frame. Within 8 months he became a very prized part of the team and his leaders promoted him to Vice President. He credits his promotion to the fact that he shifted his focus to his needs and understanding the important aspects of his work rather than the volume he produced. He realized he was fixating on the culture the company was pushing rather than the results they were expecting. He was soon able to more effectively reframe decision making for Managing Directors so that he gave his leadership exactly what they needed. One year following this promotion he was leading a practice group where he now leads associates through this same transition out of hard work into smart work. 

CLIENT: Major Tech Company Employee


THE NEED: A stagnating tech employee felt like a culture misfit. Many tech companies create a culture of bold leaders. With this type of culture and narrative from leadership there comes an expectation of employee dissent when they are overwhelmed. This is not always natural for people with some cultural differences. 


RESULT: Todd worked with this foreign born client to help him understand his role in the US based company. We also worked to better manage his work and life balance to make space for him to pursue topics of interest to him. With this shift in approach and attitude, his work responsibilities increased considerably and he was given higher priorities to solve. This led to higher level recognition among his leadership. Along with these new responsibilities came more resources to manage. His growth solved his ongoing stagnation issue and his new approach to leadership helped become more of an understanding manager rather than a submissive employee. It really acclimated him culturally to his US environment as a leader invested in people. 

 CLIENT: Major Accounting Firm

THE NEED: An unhappy manager with growth and even partner potential at a major accounting firm needed help being unblocked. As one of the key players of an important and growing banking group at the firm, he was being poorly managed and neglected in his annual promotions. He was a flight risk.

RESULT:  We first worked to get him more visibility to demonstrate his leadership presence with his group to better manage his work and the team. He was able to effectively manage his responsibilities and show he was able to take on an expanded role by leading major marketing efforts.  As he puts it, “Through Todd's coaching I have been more focused and driven than ever before. I am giving equal weight to both short-term and long-term goals.” His efforts and impact to the business were rewarded with an unusual step of being promoted to Principal. This gave him all but the pay of Partner in the firm. Within less than one year, and with his continued focus on balancing his management, leadership, and marketing skills the firm made him the youngest full Partner in the company’s nearly 100 year-old history.