Values-based Coaching

First-time leaders are almost always top performers in their former roles as individual contributors. They were exceeding their sales goals, maximizing the company’s profits, and blowing their key performance indicators (KPIs)out of the water. That’s what got them on leadership’s radar in the first place. 

What happens to them next often leads to less than stellar results - they get promoted. 

The skill sets that make a person the best individual contributor can be very different from the ones needed to lead a team. Too many times an organization promotes this top performer without giving them the tools they need to continue being successful. 

They can be left feeling ill-equipped for the new role, and unsupported by the organization. Without proper support, newly promoted leaders can struggle - developing imposter syndrome and a tendency towards micromanagement. 

This can lead to decreased team performance, increased leader burnout, and ultimately, diminished organizational success.

We can help new leaders navigate this critical career transition by giving them the tools and guidance they need to confidently lead the team, assess talent, provide impactful feedback, and conduct meaningful performance reviews. All of this will set them up for long-term success in their new leadership roles.

Mid-level leaders play a critical role in any organization, serving as the bridge between senior management and front-line employees. They face immense pressure to balance competing demands, including meeting KPIs, achieving sales targets, and maximizing profitability, while simultaneously developing their teams and fostering a positive work environment. This pressure, coupled with the desire for career advancement, can create significant challenges.

Mid-level managers often feel under-resourced and unsupported, facing demands from both above and below. They operate within increasingly leaner organizational structures, requiring them to deliver more with less. This can lead to burnout, disengagement, and a desire to seek opportunities elsewhere.

Executive coaching can be invaluable for these leaders. It provides them with the tools and support to refine their leadership style, improve communication, and effectively navigate challenging situations. Through personalized feedback and guidance, coaching helps managers develop essential skills such as delegation, conflict resolution, and strategic thinking. Coaching helps managers unlock their leadership potential, boost employee engagement, and enhance their self-awareness.

Investing in executive coaching for mid-level managers is an investment in the future of the organization. By empowering these leaders with the skills and knowledge they need to succeed, companies can cultivate a high-performing workforce, drive innovation, and achieve sustainable growth.

One-on-one coaching starts with a discovery call.

In this 30-minute call, the client and coach have a chance to begin building a relationship and setting goals for their time together. The coach and client will discuss possible strategies and techniques that could be used during coaching sessions. They will also talk about the responsibilities of both parties and how the coach will hold the client accountable during the program. The client will get a glimpse of how a personalized coaching approach can help them use their values to create a path to success.

The coaching program itself can consist of four to eight one hour sessions over a period of six to twelve weeks. The number of sessions and length of the program is based on the client’s goals and the coach’s assessment of the time required to meet those goals. All of the 2326 Group's one-on-one programs start with is discovering the client’s values. Typically, the client will have homework between the sessions as well. This could consist of self-discovery exercises or supplemental readings.

Coaching for teams works best for groups of eight or fewer people. These people can either work on the same team in your company or they can be a group of people with similar goals who would benefit from working together.

Team coaching is a collaborative process where our coach works with your team to improve its performance, relationships, and problem-solving abilities. The coach acts as a neutral third party, providing guidance, feedback, and support. Unlike traditional team training, team coaching focuses on the team's dynamics, communication, and decision-making processes.

A typical team coaching session will last between 75 to 90 minutes. Depending on the size and goals of the group, the program could be three to six group sessions over a three month period. Each month the coach will normally have one, one hour session with each team member. During the course of the program your team can expect to participate in an initial assessment and goal setting session. After that, the typical program will include team development sessions, individual development assignments, and a follow-up/evaluation session. When the team is people who regularly work together, the coach might periodically give progress updates to their next level up manager.