Ideal for leaders collaborating together with a common purpose...

Leading Collaborative Excellence

Leadership Coaching for High-Performing Individuals

Leading complex collaborative ventures is an art, especially where creativity, agility and adaptability are critical to success. Leaders who will meet the formidable challenges ahead need support and wisdom--from themselves and others.

Leading Collaborative Excellence combines the advantages of individual coaching with collective learning and mentorship. Participants emerge with powerful and actionable self-awareness of their strengths and challenges as leaders, with clear direction for how to improve and effective ways to optimize their performance and that of groups they lead.

Leading Collaborative Excellence is unique in its integration of individual and group coaching, together with conceptual models and assessment instruments that go to the heart of effective leadership and collaboration. Each participant commits to eight individual and four group coaching sessions over a period of approximately four months. Maximum group size: 8.

Individual Coaching

• Primary inquiry: how can I be more effective and satisfied as a leader?
• Goal: individually determined, but always including greater self- awareness, skill and consistent access to inner wisdom.
• In person and by phone.
• Two hours per month, scheduled to accommodate individual needs.

 

Group Coaching

• First session topic: trust and betrayal dynamics in leadership and collaboration.
• Subsequent session topics: determined according to the group's needs and challenges, indicated in part by data generated by the assessment tools.
• Interactive group learning emphasizes applied problem solving and embodied practices.
• Community of peers to reinforce consistent application of skills, insights and practices.
• Half a day (four hours) once a month.

Assessment Tools to Understand Individual and Group Needs

FIRO-Element Bª (from the Human Element and FIROªÑFundamental Interpersonal Relations OrientationÑtheory developed by Will Schutz, Ph.D.)

• Feedback report provides psychometric data to understand interpersonal dynamics according to three basic dimensions of human behavior: inclusion, control and openness.
• Illuminates core issues of how a personÕs behavior, feelings, self concept and coping mechanisms affect performance.
• Interfaces with additional resources and inquiry tools published in: The Human Element: Productivity, Self-Esteem and the Bottom Line, by Will Schutz, Ph.D.

 

Leadership Trust Scaleª (from the Reina Trust and Betrayal Modelª developed by Dennis Reina, Ph.D., and Michelle Reina, Ph.D.)

• Feedback report provides quantitative and qualitative 360-review type data from the leader and co-workers about behaviors experienced that relate to building and restoring trust.
• Clear direction for focusing attention and building skills for greatest impact.
• Interfaces with additional resources and inquiry tools published in: Trust and Betrayal in the Workplace, by Dennis S. Reina, Ph.D., and Michelle L. Reina, Ph.D.

 

Ideal for individuals seeking exceptional leadership coaching...

Individual coaching is highly flexible in structure and content. I may work with a client in person in their organizational environment or we may meet primarily by phone. We co-create a program of in-the-moment coaching and skills development that helps the client meet immediate needs and crises as well as anticipate and plan for what lies ahead. Together, we explore ways of building on what already worksÑthe individual, collective and systemic strengthsÑwhile generating awareness of options to shift or transform what does not work.

Individual Coaching

• Primary inquiry: how can I be more effective and satisfied as a leader?
• Goal: individually determined, but always including greater self- awareness, skill and consistent access to inner wisdom.
• In person and/or by phone.
• Frequency and length of sessions determined to accommodate individual needs.

Always with an eye toward developing greater competence and satisfaction in leading collaborative ventures, coaching objectives may include:

• Managing breakdowns such that people not only tend to the tasks but also to the relationships essential for accomplishing what they care about.
• Fostering more participative, inclusive, and adaptive learning environments.
• Developing collaborative ways of exploring options, making decisions and structuring agreements.
• Reconciling perceived expectations for one's leadership role with the desires and needs--your life force and purpose--as a whole person.

As in the Leading Collaborative Excellence program described above, individual coaching clients may choose to benefit using conceptual models and assessment instruments that go to the heart of effective leadership and collaboration.

Assessment Tools to Understand Individual Needs

FIRO-Element Bª (from the Human Element and FIROªÑFundamental Interpersonal Relations OrientationÑtheory developed by Will Schutz, Ph.D.)

• Feedback report provides psychometric data to understand interpersonal dynamics according to three basic dimensions of human behavior: inclusion, control and openness.
• Illuminates core issues of how a personÕs behavior, feelings, self concept and coping mechanisms affect performance.
• Interfaces with additional resources and inquiry tools published in: The Human Element: Productivity, Self-Esteem and the Bottom Line, by Will Schutz, Ph.D.

 

Leadership Trust Scaleª (from the Reina Trust and Betrayal Modelª developed by Dennis Reina, Ph.D., and Michelle Reina, Ph.D.)

• Feedback report provides quantitative and qualitative 360-review type data from the leader and co-workers about behaviors experienced that relate to building and restoring trust.
• Clear direction for focusing attention and building skills for greatest impact.
• Interfaces with additional resources and inquiry tools published in: Trust and Betrayal in the Workplace, by Dennis S. Reina, Ph.D., and Michelle L. Reina, Ph.D.

 

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Beata C. Lewis, J.D., guides business leaders and their teams developing mastery in practices that cultivate trust-based collaboration. As a coach and consultant she works with organizations meeting the challenges of growth and change, especially in regenerating collaboration where it breaks down, due to lapses in communication, negotiation, conflict resolution, collaborative process, and agreement structuring. She is one of a select group of coaches and consultants certified to work with the Reina Trust and Betrayal Modelª and to administer its instruments to benchmark, measure, and monitor levels of trust within organizational systems. For more information, see Who.