I lead my organization and the demands on my time and attention have exceeded my resources and abilities.
Questions To Consider
- Are your people busy and in need of efficient tools that help them be their best?
- Do you need your staff to grow so they can achieve increasingly demanding goals?
- Are you tired of spending money on training solutions only to see people go back to business as usual?
- Do you need scalable programs that actually help your leaders develop new lasting habits that will help them be more efficient and effective?
- Do you want a trusted advisor who can help you think through challenging situations and gain clarity?
You have huge goals and more work than there are hours in the day to complete. In order to achieve the goals you’re responsible for, you need every person in your department to be productive and efficient. But many of them are struggling with stress and overwhelm thanks to big workloads, back-to-back meetings, constant distractions, and poor habits that keep them from being as influential and efficient as they could be.
You’ve invested thousands of dollars in training, but for those who took the training, did it stick? Did they change for good and continue to improve because they had tools to coach themselves?
You know the value of coaching and how having a skillful and objective advisor and listener can help you get unstuck and solve tough challenges.
Still, you know that even though coaching more than pays for itself, it’s not possible to assign a coach to every high-potential person in your organization.
This is why I developed group coaching. For over a decade, I have been perfecting this scalable coaching solution that allows you to develop up to six people at a time in an accelerated development program. Participants get the benefits of one-on-one coaching, plus the powerful results that come from connecting with peers in a trusting, supportive group environment. Over four months, participants develop trusting relationships that help them be more effective and engaged at work, and develop new habits that support their continued growth. Participants often work on both professional and personal goals, because the whole person shows up to work, and if that person is stressed or exhausted, their work and working relationships will suffer.
Group coaching can complement any training program, so people have support applying the lessons learned in the training. You can also offer group coaching as a stand-alone program. And, if you have more than six high-potential leaders, you can run concurrent programs. Click here to read typical success stories.
Whether you are looking for a coach who can work one-on-one with Sr. Leaders to help them be more effective, a coach who can work with a group of emerging leaders to take their performance to the next level, or a speaker who can inspire others to change for good, Brilliance Inc.’s world-class coaches can help.
We will work closely with you to make sure the development work we do with your leaders is aligned with your department goals, letting you focus on your work, knowing that your team is strengthening skills that will help you achieve your goals.
To find out how Brilliance Inc. can help you achieve your people-goals so you can achieve your financial goals, connect with us for a complimentary strategy session.
I look forward to speaking with you.
Executive Coach & Founder, Brilliance Inc.
If you know from personal experience how valuable coaching is, you’re not alone. The statistics speak for themselves – see below for two executive coaching studies:
MetrixGlobal LLC: In a study performed by MetrixGlobal of a Fortune 500 company, “Coaching produced a 529% return on investment and significant intangible benefits to the business. Including the financial benefits from employee retention, this boosted the overall ROI to 788%.”
Manchester Inc: In a study conducted by Manchester Inc. of 100 executives in Fortune 1000 companies: “A company’s investment in providing coaching to its executives realized an average return on investment (ROI) of almost six times the cost of the coaching. The coaching programs that executives participated in were a mix of both change-oriented coaching which is aimed at changing certain behaviors or skills, and growth-oriented coaching which is aimed at sharpening performance. The coaching programs typically lasted from six months to one year.”