Success isn’t about luck.
Companies that successfully foster a culture of trust outperform the S&P 500 and are more than 2 ½ more likely to be high performing revenue organizations than low-trust companies. Trust is the key to connection - connection to the people around us, to each situation and environment, to oneself - and connection is the heart of success. Recognizing and expanding our ability to connect empowers us to create space to reflect, focus in and choose how to engage. Connection creates a culture that successfully attracts, retains and inspires team members to use their discretionary effort to innovate, to be more productive, leading to greater profitability and enhanced market perception.
Whether one-on-one or in a team environment, Connected Advantage serves to bring out the intelligence that already lives in the individual and relationship system in order to create clarity, ownership and authentic, sustainable leadership. Make connection your competitive advantage.
Executive Leadership Coaching
why: To support leaders, executives, and managers to thrive in their roles as they seek to enhance team performance, achieve organizational goals, create or shift the organizational culture, adapt to a new role, evolve with industry change, manage an organizational crisis, or pursue work/life balance.
what: One-on-one coaching to provide executives and high potentials with space for honest and courageous dialog, clarity on their habits, strengths and a vision for growth, increased capacity for managing complexity, greater personal and organizational resilience as well as work/life balance.
Connected Teams Coaching
why: To strengthen relationships, co-create an environment of trust and connection, evolve processes and overall team performance, integrate learning from workshops, and inspire team members to use their discretionary effort.
what: A discovery process to identify the strengths and weaknesses (areas for improvement) of the team. Custom ½ to 2 day offsites followed by regular coaching sessions to chart progress and support the team in its next steps. Optional retreat at the tail end of the engagement. The power of this coaching is in revealing the team to itself—the team's awareness of its own culture, habits, strengths, and shortcomings will help correct and self-organize in order to accomplish the objectives at hand.
Connected Leaders: Leadership Training
why: Leaders most often find themselves in leadership positions because of their domain expertise and/or technical skills. Leading is different from management. It is about people skills, being aware of emotions and effectively managing relationships and team engagement.
what: Co-design and co-delivery of leadership programs focusing on soft skills. Provide new leaders with the tools they need to effectively engage and grow people.
Connected Teams Workshops
why: To strengthen team relationships, develop skills and mindsets and provide tools that will continue to increase trust, communication and, as a result, engagement and productivity.
what: Custom ½ to 3 day offsites that combine training with working sessions designed around your specific organizational or team challenges and goals. Training modules include topics like leadership, effective communication, trust building, constructive conflict, accountability and change management.
Connected Culture: Setting the Foundation for your Team
why: To help leaders of new teams and start-up founders create the culture that will help their team succeed in executing their strategy.
what: May include one-on-one coaching with key people as well as team offsite design and facilitation. Provide tools to create a culture that is aligned with strategy and will grow with the team.
Connected Stakeholders: Multi-Stakeholder Engagements
why: The organizations that will be relevant over the next 20 years are those tackling the complexities of the sustainability challenge today. Whether innovating new products, services, business models or processes, driving internal sustainability or diversity initiatives, engaging external stakeholders, or building an industry-wide platform for change, becoming a sustainably managed organization requires distinct leadership competencies, system thinking and the ability to create from complexity.
what: Design and/or facilitation of an internal or external multi-stakeholder engagement or event. Services include advanced research, communication and marketing, experience design, timeline creation and professional facilitation.
Coaching is not an end in itself.
In fact, we like to think of it as a beginning: a way to build skills that individuals and organizations can perpetuate and benefit from for the long term.
At its best, coaching is a kind of mind partnership, revealing the strengths, capacities and abilities that already exist in each individual and team. Our job is to bring out the intelligence that’s already there in order to develop authentic leadership that lives beyond our engagement.
Ultimately, it’s all about results. And underneath the results are behaviors, how individuals and teams show up to create the results. For individuals, coaching helps in identifying and developing one’s leadership style, creating positive, functional relationships, deepening one’s resilience and increasing productivity and success. And for organizations, coaching is consistently shown to increase employee engagement, reduce expensive turnover, improve groups’ abilities to handle complex challenges, and grow trust and accountability across the board.
The biggest win? When organizations internalize our tools, creating a virtuous cycle that evokes the very best from teams again and again.
At eBay, participants in workshops led by David describe him as a great coach and love his leadership style, which creates an environment that allows everyone to open up and be vulnerable.Zeenath Khan Head of Finance Leadership Development Programs at eBay
David's understanding of program design and playful facilitation made what could have been a daunting task fun and inspiring.
David's impact on our program cohorts has been transformative, creating leaders who are connected to themselves, each other and the organization.
When it comes to facilitation Melanie is one of the best in the field.Juan Tejeda Managing Director at Brains & Hearts
She is very organized, clear and concise, but most of all a sharp mind, always with the eyes on the ball. Her charismatic personality makes it easy to interact with her.
Among other methods in her toolbox, Melanie is especially experienced with the Systemic Inventive Thinking method used as one of the best practical approaches to creativity, innovation, and problem-solving.
A few examples of engagements designed to put these beliefs into action
- Designed and facilitated leadership training for eBay high potentials.
- Designed and delivered team social awareness and relationship management training and coaching at Cisco Meraki.
- Trained engagement champions at Discovery Channel.
- Supported the newly reconstituted team to define a winning culture at Rakuten.com.
- Coached leaders and cross-functional team, building new levels of trust and understand at Adopt-a-Pet.com.
Helpful information and resources related to leadership, coaching and the challenges facing today's executives.
- Reason # 3
- “These budget targets
are clearly insane.”
Do I need an executive coach?
9 signs that the answer is YES
- 1. I already have 2.5 jobs and now they've given me another one!
- extreme time management, delegation, pacing
- 2. I need outcomes that are desireable AND achievable.
- setting stretch goals that aren’t time bombs
- 3. These budget targets are clearly insane.
- value creation and high pay for performance
- 4. I just don’t get why I have to learn how all the tech gadgets work.
- relentless change and generational confusion
- 5. What happens to me if my boss leaves the organization?
- alliances and allegiances
- 6. My company just made a huge mistake that didn’t involve me, but now I own it.
- crisis management
- 7. A competitor just leapfrogged us, and I need an immediate response plan.
- managing & responding to market forces
- 8. My boss or my spouse & family—who really comes first?
- knowing the right thing vs doing the right thing
- 9. I just got promoted, and I don’t understand the mechanics of all my new reports.
- Technical Knowlege Overload & Fear of Ignorance
The Effectiveness of Coaching:
- Eric Schmidt's Best Advice
- Bill Gates on Coaching
- Bringing Science to the Art of Coaching by Zengler and Folkman
- The State of the American Workplace - A Gallup Report
- http://www.gallup.com/file/strategicconsulting/163007/State of the American Workplace Report 2013.pdf
- Benefits of Executive Coaching: What the Research Shows
- Executive Coaching Survey, 2012
- Co-Active Coaching and the Brain
What is Co-Active Coaching?
A co-active coaching relationship is one in which the coach and client are active collaborators: an alliance between two equals for the purpose of meeting the client’s needs. The coach does not have the answers. You do.
The role of the coach is to help you discover them.
You will be responsible for taking action and making decisions and for the outcomes of those actions and decisions. The coach will hold you accountable to learning from the doing or the not doing, the successes and the failures. By working together in this way, coach and client will open the door for you to learn more about who you are and what you're capable of as a leader and in your life.
Learn More About Co-Active Coaching
- What is Co-Active?
981 Mission Street
San Francisco, California 94103