Often when leaders ascend into positions that require new skillsets and ways of thinking they find themselves in unchartered waters. This is particularly true when a leader takes on more responsibility for managing through others, where building organizational capacity and running the business outweigh the need for a leader’s personal technical expertise. For many, these transitions not only require acquiring new behaviors but also letting go of others. In these situations the use of an executive coach enables a leader to:
- Create and manage the conditions for successful execution;
- Develop and deploy a strategic vision;
- Align the organization for future success;
- Communicate effectively; and
- Develop talent and teamwork in the process.
Mentoré’s executive coaching services employ the fundamentals of collecting feedback, creating clear development goals and measures of success, and scheduling routine meetings to discuss barriers and gateways to successful goal implementation. Mentoré’s approach to executive coaching is to serve as a trusted advisor and a reality-check for the leader, to grow and stretch the client and increase his or her positive impact on the organization.
Kathy Oleski thinks of Mentoré’s Alan Patterson as a “career coach.” Oleski is CFO of Applied Process, a company that uses controlled atmosphere-to-salt technology for austempering steels.
Oleski first met Patterson during an industry conference.
“He perfectly described the challenges I was facing,” she said.
Oleski had been promoted from Controller to CFO and wasn’t sure what was expected of her as the company began expanding. She admired Patterson’s straightforwardness and direct approach. “Thanks to Alan, I came away with clear action steps that were empowering,” she said.
Oleski’s team streamlined duties and took ownership of projects and implemented an improved performance review process that made a positive impact on the entire department. “Mentoré’s approach actually took the dread out of the review process,” she said.
Mentoré helped Oleski improve the way she communicated ideas and strategies to the CEO and COO, learn how to become a better listener to co-workers and direct reports, and in turn, create a more efficient and successful environment.
“I don’t think I would have made this transition without Mentoré,” she said.