About Corporate Wisdom, Bio and Clients
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About Corporate Wisdom, Bio and Clients

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Learn more about coaching labs, individual and team coaching.

Learn more about coaching labs, individual and team coaching.

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About Corporate Wisdom, Bio and Clients Presentation Transcript

  • 1. Krista Henley, M.A., LMFT Founder of Corporate Wisdom and Director of The South Bay OD Network Krista Henley is a founder and principal of Corporate Wisdom (www.Corporate-Wisdom.com). She is a dynamic leader to various industries providing personal transformation and organizational effectiveness. With proven skills as a coach to CEO’s and executives, Krista maintains an even style while negotiating differences toward effective decision making and excellence in any organization she works within. She has proven expertise in design and delivery of leadership and management training, needs assessment and evaluation, team building, coaching and business consulting. Krista received her master’s degree in 1989 in counseling psychology and has spent the last 20 years applying theoretical learning to real-life problems. With experience as a licensed therapist, project manager, group facilitator, speaker and seminar leader, she has learned from many angles the themes that drive human interaction. In 1994 her focus shifted to organizational psychology. Her clients have high value to their company and at times lack the interpersonal and management skills required to motivate a team and get along with co-workers. Krista’s experience spans companies that include HP, Cisco, Silicon Graphics, Intel, Nortel, Boston Scientific, Novartis, LSI Logic, S3, Sun, Kodak, Amgen, Apple, Natus Medical, Rockwood Capital, Stanford University, and UCSC Extension. Krista is Director of the South Bay Organizational Development Network (www.SBODN.com), and author of Awakening Social Responsibility - A Call to Action (www.CSRAction.com). 1
  • 2. Group Coaching Labs 4 Modules: - Communicate Effectively - Reduce Conflict - Build Teamwork - Coach Direct Reports Rossella Derickson Krista Henley (408) 605-3021 (831) 239-9192 rossella@corporate-wisdom.com krista@corporate-wisdom.com 2
  • 3. Group Coaching Labs Building Interpersonal and Team Skills for Effective Performance Modules: Communicate Effectively, Reduce Conflict, Build Teamwork and Coach Direct Reports • Facilitators: Rossella Derickson and Krista Henley - www.Corporate-Wisdom.com • This 4 module series will provide advanced learning to teams who will receive assistance with workplace challenges. Each module is 2 hours. • Each module has a topic focus to help improve interpersonal and team skills. Along with behavior based training, supervisors can present their workplace problems and challenges and receive coaching assistance. Instructors and the other participants will encourage more effective strategies. Fast track learning is accomplished by watching others commit to excellence while borrowing best practices. • Using experiential techniques (role plays, drill and practice and on the spot coaching with master coaches), participants will gain experience in each of the four modules that follow. 3
  • 4. Communicate Effectively - Reduce Conflict - Develop Skills to Give and Receive Feedback Understand the Roots of Conflict and Reflectively Listen and Practice Advanced Communication Skills Module 1 Coaching Content: Module 2 Coaching Content: Foundations of Open Communication Understanding Your Conflict Style • Understand the Impact of Belief Systems and • Explore What Drives Your Current Conflicts Blind Spots on Others and Resentments Communication Tools Reducing Conflict Tools • Practice Reflective Listening and Giving • Get to Core Concerns: Process Vs. Content Feedback • Practice Confronting and Giving Feedback • Explore Options in Collaborative Problem When in Conflict Solving Learning Outcomes: Learning Outcomes: • Build awareness of appropriate • Identify the core concerns underlying communication techniques. conflicts. • Acquire improved skills in healthy give and • Build skill in pressured situations to find take conversations. win/win outcomes. 4
  • 5. Build Teamwork - Coach Direct Reports - Create Shared Goals and Build Rapport Develop and Support Improved Performance Across Functions and Goal Achievement Module 4 Coaching Content: Module 3 Coaching Content: • Identify Areas for Development for Direct • Assess Your Team's Strengths and Reports Weaknesses • Practice Creating an Action Plan and • Establish a Communication Code of Conduct Tracking Progress Towards Goals • Build Skills in Collaborative Problem Solving • Gain Insights on How to Overcome and Group Decision-Making Resistance Learning Outcomes: Learning Outcomes: • Identify development area for your direct • Gain insights to motivate team members to reports. accomplish goals. • Create goals and an action plan to achieve • Learn team tools to build shared purpose. them. • Practice giving follow up feedback for improved performance. 5
  • 6. Individual and Team Coaching Rossella Derickson Krista Henley (408) 605-3021 (831) 239-9192 rossella@corporate-wisdom.com krista@corporate-wisdom.com 6
  • 7. Coaching for Managers and Individual Contributors Coaching is an investment in a highly valued manager or individual contributor. The individual being coached receives personal and professional insights to increase the positive impact that he or she has in the organization. Interpersonal and leadership skill sets are assessed and addressed in a safe learning environment. Successful alignment (to purpose, role and values) and integration (of positive and negative interactive styles) are coached to support the manager or individual contributor to improve performance in goal targeted areas. The Corporate Wisdom coaching process benefits: • Rising stars and technical performers who have had little management training • Senior managers that have high IQ, and brilliant technical skills, but lack the interpersonal rapport and emotional intelligence required to communicate effectively with colleagues and direct reports • Key players that create conflict laden scenarios in the organization Coaching typically includes: • A 360 evaluation (optional) • A meeting with the participant's boss to determine 3-5 priority coaching goals • Interviews with 6-8 of the participant's colleagues and direct reports to obtain feedback about perceived strengths and development areas • A leadership profile report • Approximately 10 coaching sessions • A mid-point and final coaching review of progress with the participant's boss
  • 8. Coaching for Executives and Senior Managers Coaching is an investment in a highly valued senior member of an organization. The individual being coached receives personal and professional insights to increase the positive impact that he or she has in the organization. Successful alignment (to purpose, role and values) and integration (of positive and negative interactive styles) are coached to support the senior leader to improve performance in goal targeted areas. The Corporate Wisdom coaching process benefits: • Rising stars and technical performers who have had little management training • Senior managers that have high IQ, and brilliant technical skills, but lack the interpersonal rapport and emotional intelligence required to communicate effectively with colleagues and direct reports • Key players that create conflict laden scenarios in the organization Coaching typically includes: • A 360 evaluation (optional) • A meeting with the participant's boss to determine 3-5 priority coaching goals • Interviews with 6-8 of the participant's colleagues and direct reports to obtain feedback about perceived strengths and development areas • A leadership profile report • Approximately 10 coaching sessions • A mid-point and final coaching review of progress with the participant's boss
  • 9. Coaching Interview Questions: Thanks for your help to determine specific challenges that the participant has with colleagues, on the team and with the organization in general. The checklist is an additional tool to help me to quickly assess the categories that are most important for development. 1. In observing the participant, what are his or her individual strengths and weaknesses in your estimation? 2. What leadership qualities would you like to see the participant develop? Checklist follows. 3. What attitude does the participant present in 1-1 meetings, large meetings, and hallway conversations, around his direct reports, peers, and boss? What is your sense after leaving an interaction with the participant? (energized, tired, annoyed, feel rushed) 4. What are the interpersonal issues / group dynamics and challenges within the team? i.e. behaviors that get in the way of results. What have you noticed regarding rapport between team members and the participant? 5. How does the participant communicate with you? Is it open, protected, relaxed, or are there issues with silos and personalities? 6. What else about the participant is important for us to know in order to be successful as coaches? 9
  • 10. Coaching Goals & Initial Action Plan 6 Step Coaching Process: 1. Identify development areas and their impact on others 2. Translate development areas into performance goals 3. Initiate the coaching action plan 4. Track progress towards goals 5. Advertise improved performance 6. Recognize and reward goal achievement Development Areas: 1. ______________________________________________________________________________ 2. ______________________________________________________________________________ 3. ______________________________________________________________________________ Approximately 3 Goals from Manager that are SMART: 1. ______________________________________________________________________________ 2. ______________________________________________________________________________ 3. ______________________________________________________________________________ Participant Adds 1-2 Goals: 1. ______________________________________________________________________________ 2. ______________________________________________________________________________ Initial Actions / New Behaviors: 1. ______________________________________________________________________________ 2. ______________________________________________________________________________ 10
  • 11. Team Coaching Program In order to develop a team culture that is motivated with a high level of trust, senior teams benefit from spending time to align individual strengths and weaknesses with the overall team strategy. The following steps allow our team coaching program to be effective: 1. Individual Pre-Interviews (See Interview questions) Through one-on-one confidential interviews with each person on the team, we collect data about the team's strengths, communication challenges, conflicts, and performance issues. All information given to us is pulled together to create themes for individual and team development. 2. Individual Post Interviews, Goal Setting and Action Plans Feedback from the initial interviews is evaluated together with each team member to identify leadership development areas that require the greatest focus and attention. Goals are co- authored by the individuals to create a customized course of action toward goal attainment. 3. Team Integration Meeting (for 3 to 4 Hours) Includes: - Individual goal sharing - An articulated support strategy for each team member to attain his or her goals - Team development areas are discussed and new approaches to old challenges are explored - A communication code is established. The team agrees on rules of interaction that keep the communication flowing in a positive direction. 4. Tracking and Follow-Up Meetings – Every 2 Months for 2 Hours Over a 6 Month Period Regular follow up is often necessary to keep all team members on track with their goals. 11
  • 12. Team Coaching Pre-Interview Questions 1. What is your role on the team? 2. What are the strengths that you bring to the team? 3. What leadership qualities would you like to develop? (Have you received feedback about adjusting your style or have you had conflicts with others that remain unresolved)? 4. What are the leadership development areas (interpersonal/individual dynamics) that need focus (i.e. behaviors that get in the way of results) for each of the members of the team? Give checklist as tool. 5. How are you and the others adapting to the changes on the team? 1. What goal(s) would you like to see the team achieve? 12
  • 13. ASSESSMENT 13
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  • 17. Clients in Life Sciences: – Government Union Leaders - HR escalation – Medical Devices Company - post merger integration – Start-up Biotech Firm - training post docs for teamwork – International Pharmaceutical company - training and off-site facilitation – Ivy League University - team facilitation of Post Doc Research Team, Faculty and Administrators 17
  • 18. Additional Clients 18
  • 19. Wisdom in the Workplace Consulting, Training, and Coaching Senior Executive Programs Team Modules Wisdom Series Sustainable Programs Assessment & OD Work Executive Team Coaching Developing Direct Reports Core Communication Skills Developing Sustainable Strategies Embracing and Sustaining Change Individual Coaching Building a Cohesive Team Conflict Resolution Assess Your CSR Program Merger Integration Skills Creating Your Management Style Building Wise Teams Managing Your CSR Program Process Improvement On Purpose Running Effective Meetings Managing with Wisdom Team Building for Good "Right sizing" Facilitation Leading with Vision Accessing Intuition and Creativity Coaching Skills for Managers Green Team Facilitation 19
  • 20. Rossella Derickson & Krista Henley, M.A., LMFT, principals of www.Corporate-Wisdom.com, have translated their business and organizational psychology experience into Wisdom in the Workplace, consulting, training and coaching modules that support healthy group and company dynamics. Their classes to build business and leadership skills have been taught to CEO's, executives, and entrepreneurs in High Tech, Biotech, Insurance, and many other industries including leading universities. Connecting CSR to individual, team and organizational purpose at work is a passionate focus area. They are the authors of Awakening Social Responsibility - A Call to Action. Book Web Site: www.CSRAction.com Rossella and Krista are the Directors of the South Bay Organizational Development Network, www.SBODN.com, a leading edge forum focused on making a difference in how organizations are run in Silicon Valley. 20