Maybe you have heard of coaching, especially in terms of sports and other contexts. Often, I hear questions about ‘how it works’ when working with a leadership coach. Let’s demystify that…
“The only person you are destined to become is the person you decide to be.”—Ralph Waldo Emerson
My coaching philosophy is deeply rooted in concepts of Energy LeadershipTM as that is the source of my formal coach training at iPEC. Based on my broader experience as a professional and as a human, I incorporate other tools, assessments and organic conversation into our coaching sessions. Overall, the coaching conversations enable you to consider your circumstances and challenges in a new way. We poke around in those beliefs, assumptions, and perceptions to see where you have opportunity to shift your mindset, your attitudes, and your actions in order to achieve your goals in a way that still resembles who you are.
Define the Arc of the Engagement
Your independent self reflection and our initial conversations lead to clarity and common understanding about 1-2 goals and your definition of success
Stepping Into the Journey
As we connect live 2-3 times per month, we explore the internal and external blocks to achieving your goal and possibly leverage assessments for insights. We co-create actions and plans to challenge your status quo.
Recognize & Celebrate the Pinnacle
In final sessions, we evaluate your progress against your initial goals and celebrate what has been achieved. We discuss your next steps and potential for future goals.
My philosophy about coaching also has some standard things you (dare I say, should!) expect from a coach. I keep your conversations confidential and protect your personal information. Confidentiality means that I don’t tell anyone what you say to me unless I’m legally required to do so or you talk about harm to self or others. I commit to you that I don’t wade into waters where I’m not qualified – I’m not a doctor, lawyer, or therapist, just to name a few. I specifically follow the ethics guidelines of the International Coaching Federation (ICF) and am held responsible to them through my ongoing education, experience, and credentialing with them.
What Clients Are Saying
“…each person is different, and that as a leader you have to appreciate these differences and connect with them as individuals. Trust is developed one on one, not between the leader and the larger group.”
— Coaching Client
“Beki encourages me to address the core problem, not the symptoms.
She allows you to be authentic without judgment“
— Coaching Client
“I have gained in self-awareness and possibly the most valuable is that I felt I could be vulnerable with Beki, sharing my emotions and learning how valuable that can be. I felt confident I could put the real issues on the table for discussions…and that has not happened to me often in my life.“
— Coaching Client
Energy Leadership Index
You’re probably familiar with personality tests like Myers Briggs, DiSC, and Enneagram.
These valuable tools can help you understand your strengths, embrace your weaknesses, and discover how you can work to your full potential. In that way, they typically support a “work with what you have” approach to adapting your behavior and pursuing personal excellence.
The ELI, on the other hand, is an attitudinal assessment tool that captures how an individual currently perceives and approaches work and life.
(EQ-i 2.0 & 360)
While emotional intelligence isn’t the sole predictor of human performance and development potential, it is proven to be a key indicator in these areas. Emotional intelligence is not a static factor – to the contrary, one’s emotional intelligence changes over time and can be developed in target areas.
The EQ-i 2.0 features one overarching EI score (Total EI), broken down into five composite scores which measure five distinctive aspects of emotional and social functioning. These in turn, are broken down into a total of 15 subscales.
For almost 20 years, consultants and organizations have trusted the science that underpins the EQ-i 2.0® to help improve human performance.
Is it tempting to try out coaching before making the full commitment? Let’s design the introduction that achieves a short term goal for you.
We can mix it up with 3 to 6 sessions and perhaps an assessment that feels appropriate to the task.
As with any of my coaching engagements, we customize arrangement to achieve your goals