All of those skills require contact. A lot of what is presented as leadership development in companies can be a waste of time.

Why? There is no Magic Pill - Behavioral Change takes time with ongoing effort and involvement.

Our coaching programs are for Leaders (including Healthcare Leaders) from across North America. We only work with clients that we believe will greatly benefit from our coaching process.

We do not work with leaders who are not really motivated to change. Have you ever tried to change the behavior of a successful adult that had no interest in changing? Little if any change takes place. There is a saying in the South “It’s kind of like trying to teach a pig to sing, it won’t work and you are going to make the pig mad.”

We only work with leaders who are willing to make a sincere effort to grow and change and who believe that this change will help them become better leaders. Success comes from leaders that are committed to being the best role model for those they work with.

We won’t agree to work with leaders that have been “written off” by their senior management. We also don’t do life, strategic or organizational coaching.

Our focus is on client results. Our role is to facilitate the coaching process and help our coaching client build strong support from their stakeholders, provide honest feedback and help gain insight into their actions and behaviors

Step 1 At the beginning of our coaching relationship, we get an agreement with our coaching clients and their managers on two key issues:

1) What are the key behaviors that will make the biggest positive change in increased leadership effectiveness, our Emotional Intelligence Compass 360 assessment may be helpful here and

2) Who are the key stakeholders that can determine (in six to eighteen months) if these changes have occurred.

Step 2 Not only do we want the feedback of the Key Stakeholders, but we want them involved in the success of the coaching client.

How do we involve key stakeholders? Meeting one-on-one with each stakeholder, I ask them to help the person that I am coaching in four critically important ways:

  • Let go of the past. When we continually bring up the past, we demoralize the people who are trying to change. Whatever happened in the past, happened in the past. It cannot be changed.

With a focus on the future that “the client” can improve on (as opposed to a past that cannot improve) the key stakeholders can help “the client” achieve positive change.

  • Be helpful and supportive, not cynical, sarcastic or judgmental. After my one-on-one meeting with the stakeholders, as part of the coaching process, we ask “the client” to involve key co-workers and ask them for help.

If my clients reach out to key stakeholders and feel punished for trying to improve, they will generally quit trying. I don’t blame them! Why should anyone of us work hard to build relationships with people who won’t give us a chance?

If “the clients’” co-workers are helpful and supportive, “the clients’” experience increased motivation and are much more likely to improve.

  • Tell the truth. We do not want to work with a client, have him or her get a glowing report from key stakeholders, and later hear that one of the stakeholders really didn’t mean it. This is not fair to “the client”, to the company or to us.
  • Pick something to improve yourself. My clients are very open with key stakeholders about what they are going to change. As part of our process, our clients ask for ongoing suggestions throughout the coaching process.

We also suggest that the stakeholders pick something to improve and to ask the client for suggestions. This makes this a “two-way” process instead of just “one way”.

It helps the stakeholders act both as “partners and fellow travelers” who are trying to improve, not just “judges” who are critically passing judgement. It also greatly expands the value gained by the corporation in the entire process.

Our Coaching Process

  • Involve the leaders being coached in determining the desired behavior in their leadership roles.
  • Involve the leaders being coached in determining key stakeholders.
  • Collect feedback.
  • Reach agreement on key behaviors for change.
  • Have the coaching clients respond to key stakeholders.
  • Review what has been learned with clients and help them develop an action plan.
  • Develop an ongoing follow-up process.
  • Review results and start again.
  • End the formal coaching process when results have been achieved.


Each potential client participates in a Discovery and Strategy Session to start the process. Click her to learn more.

Coaching Programs are typically individual focused, though some skill concepts can be taught in group forums. Those forums could be peer or team oriented.

In unique situations we can customize a cost effective ongoing process for Peer Groups or Intact Leadership Teams.

Bottom Line

Do your leaders have the right leadership qualities and skills to be successful and improve ROI? These skills can be learned and implemented. Want to learn more?

Click here to contact us by e-mail

Call (303) 439-2001 Action Insight, Inc. - Broomfield, Colorado 80020

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Topic areas: Definition of Leadership, Leadership Qualities, Engage Employees, Emotional Intelligence