Category: Executive Coaching

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Executive Coaching

Executive Coaching in San Francisco

Being an executive or leader comes with its unique pressures and challenges. Therefore, it’s important to adopt strategies for self-improvement that recognize these demands and help you continue to thrive. Executive coaching is one such strategy that has been gaining popularity among leaders in San Francisco looking for more effective ways to maximize their potential while propelling their careers toward success.

 

There are five ways we help our coaching clients: (1) accountability and support, (2) increased self-awareness, (3) developing new skills, (4) building better relationships, and (5) achieving and sustaining peak performance.

Accountability and Support

Executive coaching provides leaders with accountability and support they might not have otherwise. As certified coaches, we are objective and non-judgmental, allowing leaders to share their challenges and receive honest feedback. We also help leaders focus on their goals, providing support and encouragement – including challenging them to take action.

Increased Self-Awareness

One of the primary benefits of executive coaching is increased self-awareness. When our clients work with us, they better understand their strengths, weaknesses, and areas for improvement. This awareness can be a powerful tool, as it helps leaders adjust their behaviors and make more informed decisions.

Developing New Skills

We help leaders develop new skills through coaching sessions and providing resources and tools for self-improvement. Whether it’s developing communication skills, navigating a setback, learning new strategies for conflict resolution, or managing stress and burnout, or recovering from a setback, we help leaders acquire the skills they need to succeed.

Building Better Relationships

Leadership is all about relationships, and executive coaching can help leaders build better relationships with their teams, colleagues, and stakeholders. We can help our clients improve their communication skills, understand different personality types and communication styles, and develop conflict resolution strategies. Leaders can create a more positive and productive work environment by building better relationships.

Achieving and Sustaining Peak Performance

Ultimately, executive coaching helps leaders achieve peak performance. By gaining self-awareness, developing new skills, building better relationships, and receiving accountability and support, leaders can reach their full potential and make a meaningful and sustained impact in their organization.

Executive coaching is a valuable resource for leaders in San Francisco committed to improving their skills and maximizing their potential. By providing accountability and support, increasing self-awareness, developing new skills, building better relationships, and helping leaders achieve peak performance, executive coaching can significantly impact individual leaders and their organizations.

If you’re a senior executive or leader looking to improve your skills, contact us at 442-420-5578 or kevin@nourseleadership.com, and let’s explore a possible coaching relationship.

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Dr. Kevin Nourse is an executive transition coach helping newly hired or promoted executives thrive. He founded Nourse Leadership Strategies, an executive and team coaching firm based in Southern California.

Categories
Executive Coaching

Executive Coaching in Irvine

Being an executive or leader comes with its unique pressures and challenges. Therefore, it’s important to adopt strategies for self-improvement that recognize these demands and help you continue to thrive. Executive coaching is one such strategy that has been gaining popularity among leaders in Irvine looking for more effective ways to maximize their potential while propelling their careers toward success.

 

There are five ways we help our coaching clients: (1) accountability and support, (2) increased self-awareness, (3) developing new skills, (4) building better relationships, and (5) achieving and sustaining peak performance.

Accountability and Support

Executive coaching provides leaders with accountability and support they might not have otherwise. As certified coaches, we are objective and non-judgmental, allowing leaders to share their challenges and receive honest feedback. We also help leaders focus on their goals, providing support and encouragement – including challenging them to take action.

Increased Self-Awareness

One of the primary benefits of executive coaching is increased self-awareness. When our clients work with us, they better understand their strengths, weaknesses, and areas for improvement. This awareness can be a powerful tool, as it helps leaders adjust their behaviors and make more informed decisions.

Developing New Skills

We help leaders develop new skills through coaching sessions and providing resources and tools for self-improvement. Whether it’s developing communication skills, navigating a setback, learning new strategies for conflict resolution, or managing stress and burnout, or recovering from a setback, we help leaders acquire the skills they need to succeed.

Building Better Relationships

Leadership is all about relationships, and executive coaching can help leaders build better relationships with their teams, colleagues, and stakeholders. We can help our clients improve their communication skills, understand different personality types and communication styles, and develop conflict resolution strategies. Leaders can create a more positive and productive work environment by building better relationships.

Achieving and Sustaining Peak Performance

Ultimately, executive coaching helps leaders achieve peak performance. By gaining self-awareness, developing new skills, building better relationships, and receiving accountability and support, leaders can reach their full potential and make a meaningful and sustained impact in their organization.

Executive coaching is a valuable resource for leaders in Irvine committed to improving their skills and maximizing their potential. By providing accountability and support, increasing self-awareness, developing new skills, building better relationships, and helping leaders achieve peak performance, executive coaching can significantly impact individual leaders and their organizations.

If you’re a senior executive or leader looking to improve your skills, contact us at 442-420-5578 or kevin@nourseleadership.com, and let’s explore a possible coaching relationship.

# # # # #

Dr. Kevin Nourse is an executive transition coach helping newly hired or promoted executives thrive. He founded Nourse Leadership Strategies, an executive and team coaching firm based in Southern California.

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Executive Coaching

Executive Coaching in Santa Barbara

Misaligned leadership teams waste time and effort
Misaligned leadership teams waste time and effort

Being an executive or leader comes with its unique pressures and challenges. Therefore, it’s important to adopt strategies for self-improvement that recognize these demands and help you continue to thrive. Executive coaching is one such strategy that has been gaining popularity among leaders in Santa Barbara looking for more effective ways to maximize their potential while propelling their careers toward success.

 

There are five ways we help our coaching clients: (1) accountability and support, (2) increased self-awareness, (3) developing new skills, (4) building better relationships, and (5) achieving and sustaining peak performance.

Accountability and Support

Executive coaching provides leaders with accountability and support they might not have otherwise. As certified coaches, we are objective and non-judgmental, allowing leaders to share their challenges and receive honest feedback. We also help leaders focus on their goals, providing support and encouragement – including challenging them to take action.

Increased Self-Awareness

One of the primary benefits of executive coaching is increased self-awareness. When our clients work with us, they better understand their strengths, weaknesses, and areas for improvement. This awareness can be a powerful tool, as it helps leaders adjust their behaviors and make more informed decisions.

Developing New Skills

We help leaders develop new skills through coaching sessions and providing resources and tools for self-improvement. Whether it’s developing communication skills, navigating a setback, learning new strategies for conflict resolution, or managing stress and burnout, or recovering from a setback, we help leaders acquire the skills they need to succeed.

Building Better Relationships

Leadership is all about relationships, and executive coaching can help leaders build better relationships with their teams, colleagues, and stakeholders. We can help our clients improve their communication skills, understand different personality types and communication styles, and develop conflict resolution strategies. Leaders can create a more positive and productive work environment by building better relationships.

Achieving and Sustaining Peak Performance

Ultimately, executive coaching helps leaders achieve peak performance. By gaining self-awareness, developing new skills, building better relationships, and receiving accountability and support, leaders can reach their full potential and make a meaningful and sustained impact in their organization.

Executive coaching is a valuable resource for leaders in Santa Barbara committed to improving their skills and maximizing their potential. By providing accountability and support, increasing self-awareness, developing new skills, building better relationships, and helping leaders achieve peak performance, executive coaching can significantly impact individual leaders and their organizations.

If you’re a senior executive or leader looking to improve your skills, contact us at 442-420-5578 or kevin@nourseleadership.com, and let’s explore a possible coaching relationship.

# # # # #

Dr. Kevin Nourse is an executive transition coach helping newly hired or promoted executives thrive. He founded Nourse Leadership Strategies, an executive and team coaching firm based in Southern California.

Categories
Executive Coaching

Executive Coaching in San Diego

Being an executive or leader comes with its unique pressures and challenges. Therefore, it’s important to adopt strategies for self-improvement that recognize these demands and help you continue to thrive. Executive coaching is one such strategy that has been gaining popularity among leaders in San Diego looking for more effective ways to maximize their potential while propelling their careers toward success.

 

There are five ways we help our coaching clients: (1) accountability and support, (2) increased self-awareness, (3) developing new skills, (4) building better relationships, and (5) achieving and sustaining peak performance.

Accountability and Support

Executive coaching provides leaders with accountability and support they might not have otherwise. As certified coaches, we are objective and non-judgmental, allowing leaders to share their challenges and receive honest feedback. We also help leaders focus on their goals, providing support and encouragement – including challenging them to take action.

Increased Self-Awareness

One of the primary benefits of executive coaching is increased self-awareness. When our clients work with us, they better understand their strengths, weaknesses, and areas for improvement. This awareness can be a powerful tool, as it helps leaders adjust their behaviors and make more informed decisions.

Developing New Skills

We help leaders develop new skills through coaching sessions and providing resources and tools for self-improvement. Whether it’s developing communication skills, navigating a setback, learning new strategies for conflict resolution, or managing stress and burnout, or recovering from a setback, we help leaders acquire the skills they need to succeed.

Building Better Relationships

Leadership is all about relationships, and executive coaching can help leaders build better relationships with their teams, colleagues, and stakeholders. We can help our clients improve their communication skills, understand different personality types and communication styles, and develop conflict resolution strategies. Leaders can create a more positive and productive work environment by building better relationships.

Achieving and Sustaining Peak Performance

Ultimately, executive coaching helps leaders achieve peak performance. By gaining self-awareness, developing new skills, building better relationships, and receiving accountability and support, leaders can reach their full potential and make a meaningful and sustained impact in their organization.

Executive coaching is a valuable resource for leaders in San Diego committed to improving their skills and maximizing their potential. By providing accountability and support, increasing self-awareness, developing new skills, building better relationships, and helping leaders achieve peak performance, executive coaching can significantly impact individual leaders and their organizations.

If you’re a senior executive or leader looking to improve your skills, contact us at 442-420-5578 or kevin@nourseleadership.com, and let’s explore a possible coaching relationship.

# # # # #

Dr. Kevin Nourse is an executive transition coach helping newly hired or promoted executives thrive. He founded Nourse Leadership Strategies, an executive and team coaching firm based in Southern California.

Categories
Executive Coaching

Executive Coaching in San Bernardino

Being an executive or leader comes with its unique pressures and challenges. Therefore, it’s important to adopt strategies for self-improvement that recognize these demands and help you continue to thrive. Executive coaching is one such strategy that has been gaining popularity among leaders in San Bernardino looking for more effective ways to maximize their potential while propelling their careers toward success.

 

There are five ways we help our coaching clients: (1) accountability and support, (2) increased self-awareness, (3) developing new skills, (4) building better relationships, and (5) achieving and sustaining peak performance.

Accountability and Support

Executive coaching provides leaders with accountability and support they might not have otherwise. As certified coaches, we are objective and non-judgmental, allowing leaders to share their challenges and receive honest feedback. We also help leaders focus on their goals, providing support and encouragement – including challenging them to take action.

Increased Self-Awareness

One of the primary benefits of executive coaching is increased self-awareness. When our clients work with us, they better understand their strengths, weaknesses, and areas for improvement. This awareness can be a powerful tool, as it helps leaders adjust their behaviors and make more informed decisions.

Developing New Skills

We help leaders develop new skills through coaching sessions and providing resources and tools for self-improvement. Whether it’s developing communication skills, navigating a setback, learning new strategies for conflict resolution, or managing stress and burnout, or recovering from a setback, we help leaders acquire the skills they need to succeed.

Building Better Relationships

Leadership is all about relationships, and executive coaching can help leaders build better relationships with their teams, colleagues, and stakeholders. We can help our clients improve their communication skills, understand different personality types and communication styles, and develop conflict resolution strategies. Leaders can create a more positive and productive work environment by building better relationships.

Achieving and Sustaining Peak Performance

Ultimately, executive coaching helps leaders achieve peak performance. By gaining self-awareness, developing new skills, building better relationships, and receiving accountability and support, leaders can reach their full potential and make a meaningful and sustained impact in their organization.

Executive coaching is a valuable resource for leaders in San Bernardino committed to improving their skills and maximizing their potential. By providing accountability and support, increasing self-awareness, developing new skills, building better relationships, and helping leaders achieve peak performance, executive coaching can significantly impact individual leaders and their organizations.

If you’re a senior executive or leader looking to improve your skills, contact us at 442-420-5578 or kevin@nourseleadership.com, and let’s explore a possible coaching relationship.

# # # # #

Dr. Kevin Nourse is an executive transition coach helping newly hired or promoted executives thrive. He founded Nourse Leadership Strategies, an executive and team coaching firm based in Southern California.

Categories
Executive Coaching

Executive Coaching in Los Angeles

strengths and weaknesses

Being an executive or leader comes with its unique pressures and challenges. Therefore, it’s important to adopt strategies for self-improvement that recognize these demands and help you continue to thrive. Executive coaching is one such strategy that has been gaining popularity among leaders in Los Angeles looking for more effective ways to maximize their potential while propelling their careers toward success.

 

There are five ways we help our coaching clients: (1) accountability and support, (2) increased self-awareness, (3) developing new skills, (4) building better relationships, and (5) achieving and sustaining peak performance.

Accountability and Support

Executive coaching provides leaders with accountability and support they might not have otherwise. As certified coaches, we are objective and non-judgmental, allowing leaders to share their challenges and receive honest feedback. We also help leaders focus on their goals, providing support and encouragement – including challenging them to take action.

Increased Self-Awareness

One of the primary benefits of executive coaching is increased self-awareness. When our clients work with us, they better understand their strengths, weaknesses, and areas for improvement. This awareness can be a powerful tool, as it helps leaders adjust their behaviors and make more informed decisions.

Developing New Skills

We help leaders develop new skills through coaching sessions and providing resources and tools for self-improvement. Whether it’s developing communication skills, navigating a setback, learning new strategies for conflict resolution, or managing stress and burnout, or recovering from a setback, we help leaders acquire the skills they need to succeed.

Building Better Relationships

Leadership is all about relationships, and executive coaching can help leaders build better relationships with their teams, colleagues, and stakeholders. We can help our clients improve their communication skills, understand different personality types and communication styles, and develop conflict resolution strategies. Leaders can create a more positive and productive work environment by building better relationships.

Achieving and Sustaining Peak Performance

Ultimately, executive coaching helps leaders achieve peak performance. By gaining self-awareness, developing new skills, building better relationships, and receiving accountability and support, leaders can reach their full potential and make a meaningful and sustained impact in their organization.

Executive coaching is a valuable resource for leaders in Los Angeles committed to improving their skills and maximizing their potential. By providing accountability and support, increasing self-awareness, developing new skills, building better relationships, and helping leaders achieve peak performance, executive coaching can significantly impact individual leaders and their organizations.

If you’re a senior executive or leader looking to improve your skills, contact us at 442-420-5578 or kevin@nourseleadership.com, and let’s explore a possible coaching relationship.

# # # # #

Dr. Kevin Nourse is an executive transition coach helping newly hired or promoted executives thrive. He founded Nourse Leadership Strategies, an executive and team coaching firm based in Southern California.

Categories
Executive Coaching Executive Transition Coaching Leadership Transition Onboarding Leaders

Executive Transition Coaching to Ensure New Leader Success

Ensuring that newly hired leaders succeed should be a top priority for any organization. Successful organizations use a comprehensive approach that includes executive transition coaching, a transition plan, and internal mentors. 

In previous blogs, I introduced the three key elements of a successful onboarding process and the ideal contents of a transition plan. This blog explores my executive transition coaching approach to helping new leaders succeed.

Month 1: Kickoff

It’s critical to start the coaching process soon after a new leader joins an organization to help accelerate their integration and prevent missteps that might derail them. This process includes:

  • Administer a suitable self-assessment for the new leader, such as the Hogan Personality assessment.
  • Conduct an initial session with the new leader to get acquainted, explore leadership strengths and weaknesses, and clarify our coaching agreement.
  • Support the new leader’s manager in creating a draft transition plan.
  • Conduct a job role assessment by interviewing key stakeholders to understand their expectations of the new leader and any advice they can provide on adapting to the organization’s culture.

Month 2-3: Ongoing Coaching

In this phase of executive transition coaching, I meet with a new leader every two weeks to coach them on challenges such as navigating the organization’s culture, building relationships, and creating momentum. Another big focus for this period is finding internal mentors and advocates they can rely on after the coaching engagement is complete. I also provide reference materials on navigating transitions such as The New Leader’s 100 Day Action Plan and The First 90 Days.

Month 4: 360-Degree Assessment

Once a new leader has been in their role for at least three months, I often conduct a 360-degree assessment. Ideally, this assessment surfaces any potential derailers observed by their raters early enough to prevent derailment. It is also tremendously helpful for new leaders to validate early wins and build their confidence in their capabilities. Once I debrief the assessment with the leader client, I will facilitate an alignment meeting with their boss. We then identify any development needs to help them achieve results quicker and update the transition plan.

Month 5-6: Ongoing Coaching

After the assessment, we continue ongoing executive transition coaching sessions every two weeks to build momentum in implementing the leader’s transition plan. 

Month 7: Wrap-up and Next Steps

In month 7, I conclude the executive transition coaching engagement with an abbreviated 360-degree assessment with a subset of the original raters. This assessment helps the leader internalize positive changes in their behavior and continue building confidence. We then conduct another alignment meeting with their boss to validate progress and identify the next steps in the coaching process. Some clients continue coaching, cutting back to once a month, while others ultimately end the coaching engagement.

Helping new leaders integrate into their roles is a critical focus for forward-thinking organizations. Executive transition coaching that addresses newly hired leaders’ unique challenges is a valuable way to help them thrive. 

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Dr. Kevin Nourse has more than 25 years of experience coaching leaders experiencing transitions to thrive in their new or expanded roles. He is the founder of Nourse Leadership Strategies, a coaching and leadership development firm based in Southern California. For more information, contact Kevin at 310.715.8315 or kevin@nourseleadership.com

(c) 2022 Kevin Nourse

Categories
Executive Coaching Leadership Success Time Management

Leadership Effectiveness: Breaking Free of the Shiny Object Trap

Steven, an experienced CEO, was very effective in his role but wanted to explore ways to take his productivity to the next level. Specifically, he described how he was subject to what I refer to as the shiny object trap – losing sight of his daily priorities and getting distracted with a less critical task or time waster. 

He realized the magnitude of the problem when he received feedback from direct reports about their frustration with his reactivity and distracted state of mind, which prevented him from making timely decisions. 

As an executive coach, Steven’s experience is surprisingly common among my leadership clients who are trapped in a reactive mindset and get derailed on advancing strategic priorities. In this era of endless emails, texts, and other social media interactions, there is no lack of distractions that limit leader effectiveness. Neuroscientists have taught us how our nonstop reaction to technological disruptions creates new unproductive habits, similar to Pavlov’s dogs salivating at the sound of a bell. 

Building Awareness

The cost of these distractions can be substantial in terms of reduced sense of personal achievement and delayed or mismanaged change efforts. Most managers could easily spend their whole day on their computers or cell phone and not advance any strategic priorities.  

In coaching Steven, I explored the underlying causes and factors that limited his effectiveness as a first step before helping him design experiments to try new behavior.

Steven recently completed the Myers-Briggs Type Indicator, revealing that he was a perceiver on the judging-perceiving scale. As a perceiver personality type, he likes to remain open and flexible in emergent situations. However, it was evident to Steven that his personality strength had become a liability due to being overused. 

Steven tried three strategies to build awareness of the current state before determining how to change it:

  • We explored how Steven’s preference served him and when it did not and clarified what it would feel like if he over-functioned with his perceiving preference. 
  • Steven took notes in his journal when the shiny object phenomenon occurred for two weeks and his emotions; this allowed us to understand better the situational factors that triggered his behavior.  
  • He asked his direct reports to provide feedback about the impact of his unfocused and reactive style on their productivity.

As a result of these awareness-building activities, Steven realized how his reactivity to email and texts triggered an adrenaline rush. This experience, combined with his boredom with strategic planning and visioning, created the perfect conditions for this bad habit to persist. He realized the magnitude of the problem when he received feedback from direct reports about their frustration with his reactivity and distracted state of mind, which prevented him from making timely decisions. 

Moving Into Action

Steven developed four initial strategies in our coaching sessions to manage his distraction. I suggested he frame these options as experiments he could try and upgrade over time.

Clear goals and accountability

Steven began setting clear priorities for each week and communicating these priorities to his team to enhance his accountability. With this accountability and clarity, he reduced his temptation to get caught in distractions, including email, texting, and social media.

Triage the situation

He learned to assess and triage the incoming emails and texts to quickly screen out hot issues associated with critical stakeholders (e.g., an issue raised by a board member) that did need his focus. For those that were not urgent, he added them to a list to review later in the week.

Timeout periods

Steven began experimenting with timeout periods on social media and text messaging, where he closed his email application and muted his cell phone for 30-minute blocks. He let his administrative assistant know about this experiment so that if truly critical situations emerged, she could notify him. This experiment was challenging at first, but he began to establish a useful new habit as he practiced it. 

Weekly reflection

Steven blocked out his calendar on Friday afternoons and revisited the list he created of potential issues and problems during the week. Through this more in-depth review, he chose which topics needed action in the next week and the extent to which he could or should delegate them downward.

He also considered the underlying issues prompting urgent emails and text messages from various stakeholders to assess how to prevent future crises. For example, Steven began scheduling regular informal calls and breakfasts with board members to stay in touch with emergent issues or concerns they had before it became a crisis prompting urgent emails and text messages.  

Many leaders struggle with the shiny object trap, where unanticipated emails and text messages cause them to lose focus on their highest priorities. The secret sauce for improved leadership effectiveness begins by building self-awareness to identify mindsets and habits that diminish your impact and then take action with bold experiments. 

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Dr. Kevin Nourse has more than 25 years of experience coaching leaders who are experiencing transitions to thrive in their new or expanded roles. He is the founder of Nourse Leadership Strategies, a coaching and leadership development firm based in Southern California. For more information, contact Kevin at 310.715.8315 or kevin@nourseleadership.com

(c) 2022 Kevin Nourse

Categories
Coaching Case Study Executive Coaching Leadership Frameworks Leadership Transition

Case Study: Evolution of a Newly Promoted Leader

Successful executive coaches draw upon evidence-based theories to achieve tangible results for their clients. One helpful framework recognizes how leaders evolve according to predictable stages. Consider the case of a newly promoted leader who nearly derailed and how leadership stage theory informed our coaching approach.

Susan is a newly promoted healthcare leader to her role in revenue reporting with four staff members. As a new manager, she felt overwhelmed trying to learn all she needed to know about her role, manage her team, and respond to her boss’s demands. In her role only a couple of months, Susan damaged many key relationships because of her overly assertive communication style. Her manager, the CFO, voiced his desire for her to delegate more downward to join his strategic planning meetings with the CEO. Susan started to doubt the wisdom of taking the promotion and feels exhausted as she works most weekends trying to learn more about the technical aspects of her direct reports roles.

Overview of Stage Theory

Numerous theories explain the process of how one becomes an effective change leader. Bill Joiner and Stephen Josephs developed an agility framework that explores leader evolution based on developmental stages. This type of model provides a valuable roadmap for executive coaches support the growth of their clients based on predictable stages of development. As leaders evolve through these stages, they are better able to lead increasingly complex change initiatives successfully.

The five stages include expert, achiever, catalyst, co-creator, and synergist.

  • Expert level managers focus on the subject-matter competence and solo efforts to get things done. As a result, they are generally capable of leading simple change projects. Approximately 45% of managers are functioning at this level.
  • Achiever-level managers are attuned to strategic views of their role and organization, as well as producing results. Research suggests that 35% of managers function at this level.
  • Catalyst-level managers can build capacity by developing and empowering people, building innovative organizational cultures, and adaptive communication capabilities. Approximately 5% of managers function at this level.
  • Co-creators are skilled at building shared purpose, collaborative relationships, and service to others. Researchers estimate that only 4% of managers function at this level.
  • Synergists embrace a holistic perspective that integrates their life purpose with their vocation. Only 1% of managers reach this stage of development. Synergists are capable of navigating the most complex types of organizational change and transformation.

Susan as an Expert Stage Manager

Through initial conversations with Susan it became apparent she was functioning at the expert stage of leader development. Susan experienced limits to her ability to lead change projects – mostly incremental process improvements. These limitations stem from her limited ability to think strategically, over-reliance on her capabilities versus leveraging others’ talents, and limited self-awareness.

Coaching Approach with Susan

As her executive coach, I began with a 360-degree assessment to help Susan understand how others perceived her. We then created a development plan and met with her manager to align on coaching’s successful outcomes. Our goal was to help Susan begin advancing toward the next stage of development: Synergist.

My approach to working with Susan included:

  • Enhancing self-awareness, including her assumptions, self-beliefs, emotional triggers, and unproductive patterns.
  • Reframing what it means to be a leader from subject-matter expert to building relationships with others and leveraging their talents to augment her weaknesses.
  • Building her skills in learning how to enlist and engage her stakeholders instead of overusing assertive advocacy skills and talking at them.
  • Adopting a broader view of her role to examine interdependencies with peers and the organization’s broader direction, including strategic priorities that could influence her focus.
  • Leveraging her talent better by explaining her expectations, providing feedback, and helping team members step up more so she could delegate more.

Coaching Outcomes

After working with Susan for six months, she achieved some notable improvements:

  • She became more aware of her emotional triggers and learned to avoid reacting at the moment, helping improve trust with others.
  • Focusing her efforts more on creating successful outcomes instead of overemphasizing her technical expertise.
  • Developing trusting relationships with her peers and building greater alignment, enabling her to break down silos that limited her department’s effectiveness.
  • More successful outcomes from change projects she was managing since she leveraged others’ talent and skills to augment her capabilities.

Stage theory is a valuable way for executive coaches to support leader growth by defining critical developmental milestones on the journey to the top. These frameworks can be a big difference in helping new managers accelerate their growth and impact as highly effective leaders.


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Dr. Kevin Nourse has more than 25 years of experience developing transformational change leaders in healthcare and other sectors. He is the founder of Nourse Leadership Strategies, a coaching and leadership development firm based in Southern California. For more information, contact Kevin at 310.715.8315 or info@nourseleadership.com.

(c) 2021 Kevin Nourse