Coaching

Other than Dr. Brusman's successful clients,
what does the media think about coaching?

Dr. Brusman is a licensed psychologist and transformational personal, career and business coach. He believes coaching is a collaborative process of providing people with the resources and opportunities they need to self manage, develop change resiliency and become more effective. We utilize career assessments and other emotional-intelligence based instruments. Clients set clear goals, make optimal use of their strengths, and take action to create desired changes aligned with personal values. Employee training development is augmented by career assessment and career coaching.

While the coach provides feedback and an independent perspective, the client is responsible for taking specific action steps to produce the results he or she desires. It is a means for achieving sustained, far-reaching change...for developing new solutions to leadership problems...and for bringing insight and understanding to bear on the factors that guide and shape behavior.

Maynard is a member of the International Coaching Federation; Marin Coaches Alliance; San Francisco Coaches; and the Professional Coaches and Mentors Association. He earned the designation Professional Certified Coach by The International Coach Federation. He is an instructor for the College of Executive Coaching, where he teaches courses in assessment-based coaching and marketing your business.

Corporate Coaching

Executives

Background

• The research of Goleman and Boyatzis shows that the key indicator of failure for young executives is their inability to develop empathy.
• The research of the Gartner group shows that the key factor in retaining high quality employees is having a favorable relationship with their supervisor where they experience the opportunity being treated like an adult and given the chance to grow and develop.
• The research of Metrix Global shows that coaching generated improvements in retention, cost savings, productivity, work output and sales and 69% of improvements were attributed to coaching.
• From a study of 100 executives from Fortune 1000 companies conducted by the Manchester Group:
  • 5.7 times the initial investment in coaching is recaptured through coaching
  • 53% improvements in productivity in execs receiving coaching
  • 48% improvements in quality from execs receiving coaching

Executive management coaches are a major key to improving business performance.

 Leadership Coaching Program

A one-on-one consultation focusing on the characteristics of good leadership

Benefits…

• Achieve more business and personal goals
• Create the best choices and decisions possible for you and your company
• Enhance leadership capability
• Develop more effective interpersonal communication skills
• Improve job performance and develop skills to manage conflict and change
• Clarify causes of behavior and create a strategy for long term change
• Improve communication between leaders and their teams
• Resolve problems that impede job performance
• Increase control over career path

Clients perform under pressure as team members, team leaders and as individual contributors. Client works directly on the unique challenges he or she confronts.

Issue identification, clarification and resolution the desired goal. An executive management coach observes the daily interactive process of the participant, and provides direct face-to face consultation. The executive management coach brings fresh perspectives to problems, and helps remove hidden obstacles to performance. For example, the executive coach helps the participant look at the individual personalities and styles involved in work team dynamics to devise strategies for success. Executive coaching works on levels deeper than simple how-to techniques. The discovery and implementation of core values is one kind of organizational transformation that can subtly shift workforce attitudes from the top down. This can lead to an atmosphere of corporate enthusiasm and optimism that is ultimately reflected on the bottom line.

As today's leaders find themselves increasingly challenged, they realize that they must find ways to transcend traditional limits. The executive management coach incorporates relevant examples from scientific and systematic research, different cultures, successful sports franchises, as well as from the media. These examples help to broaden the client's horizons and create a learning context that fosters creativity and innovation.

With a coach as a committed and personal partner, participants utilize improved perspective to choose where to focus attention and resources. They overcome obstacles that previously limited or frustrated them. They develop their ability to perform consistently at optimal levels focusing on improved results.

Executive coaching helps participants transform stress into optimal performance, and use the kinetic energies inherent in change as a source of strength. Continuous learning, change resiliency and enhanced performance is the response to challenge the executive coach promotes.

Executive coaching is designed for an individual's unique needs and circumstances. The process, however, usually has three major steps.

Step 1: Contracting

We collaboratively develop a mutual understanding of the coaching process, expected outcome, specific issues and time frame of the coaching. The Executive Coaching process typically spans a minimum of six months.

Step 2: Assessment and Development of Action Plan

A structured interview, data collection and relevant employee skill assessments to clarify competencies, values, interests, work styles and other key factors are employed. 360 feedback performance appraisal and in-depth dialogue of relevant issues focused on performance improvement. Executive Coach and client collaboratively create a development plan that includes developmental targets and effective strategies for change.

Step 3: Implementation

Coaching consists of weekly one to three hour coaching sessions focused on insight, motivation, problem solving, skill acquisition, career development and solutions aligned with client's vision.

The Executive coach:

• Observes client's behavior and helps him/her observe themselves.
• Creates a partnership with clients engaging in a dialogue of mutual influence.
• Gives respectful, candid feedback to both client and company.
• Operates with the highest standards of honesty and integrity.

Leadership Coaching

Coaching for leadership focuses on effective, practical interpersonal skills and techniques supported by situational leadership theory. Key concepts addressed include emotional intelligence, group dynamics, coaching, trust building, collaborative management, recognition and rewards, change management and influencing skills. Executive management coaching provides practical tools for developing positive relationships at work and improving performance. Specific skills developed include identifying strengths of self and team members, delivering effective positive feedback, process observation, cultivating significant peer relationships, rewarding employee behaviors in non-monetary ways, responding to conflict, and developing a positive atmosphere for communication.

An increasingly popular and powerful means for leaders and managers to get information on their performance is the 360 feedback performance appraisal. Used independently or as part of a management development program, 360-degree feedback can enhance self-awareness by highlighting what managers, peers, subordinates, and customers see as an individual's strengths and development needs. The objective of a 360 feedback performance appraisal is to improve the competencies, skills, and behaviors of a single person or group of individuals. A customized set of competencies for a specific position is developed and individuals are assessed on how well they demonstrate the desired competencies. Organizations use 360 feedback performance appraisals for team building, training needs assessment, performance feedback, promotion and succession planning, management development, organizational culture change, and leadership alignment.