A little bit about my coaching practice and the methodology I deploy. First and foremost, the coaching relationship enjoys absolute confidentiality. Second, coaching is about achieving sustainable change – a personal habit, life/work transition, results, effectiveness and more. Coaching is different from mentoring/advising, counseling and directing/managing. I believe it offers the best path to achieving sustainable change – because it is change that is owned by the client, as it is achieved via deeper self-reflection, self-awareness and self-motivation.
Individuals today manage immense amounts of ongoing change in all levels of their lives. The freewheeling forces of change cannot be contained or controlled the way they were a few decades ago. Unpredictable change penetrates directly into our lives, and we need to understand how to live and work creatively in a world of flow, which has more options but less predictability and overall safety than the linear world we once knew.
Today successful leaders need the capacity to manage themselves, consciously and continually grow their capacity and effectively operate from the inside out anchored in purpose, passion, vision, and staying power. You’ll learn to facilitate these qualities and instill them within the culture and work teams of the organization.
Our fundamental premise is that as Western societies evolved in the twentieth century from stable-state, linear, control-focused organizational forms toward change-state, cyclical, future-focused forms in the twenty-first century, both individuals and organizations require new competencies for managing long-term effectiveness in a world of ceaseless surprises and possibilities.
The Hudson approach focuses less on techniques and more on understanding how individuals change and grow over time. Within a context of understanding changes and the organizational and individual dynamics of change, the focus is on creating significant growth and individual development.
The Hudson coaching model is about understanding the whole person and achieving a specific ROI. It’s about creating trust that yields space for deep introspection to build self-awareness and real and owned solutions to achieve change. It’s challenging work for the coach and the client – change is one of the most difficult challenges a human can face.
Here’s how I divide responsibilities between me and my clients:
Coach: Owns the Process
· Brings full and complete presence to coaching sessions
· Asks powerful questions that lead to deep reflection and self-discovery
· Challenges assumptions, patterns of thinking/feeling/being, and unconscious habits observed in the client
· Empathizes and supports the client in any given context
· Seeks feedback and reflects on continuous improvement of process and personal effectiveness
Client: Owns the Content
· Sets agendas and goals for sessions
· Completes assigned offline work in between sessions
· Prioritizes the work of the coaching partnership in his/her life
· Is open to and accepts feedback
· Engages in reflection and reflective practices
· Experiments with new ways of being and doing
Because every person is unique, every coaching relationship I have is different and customized to the needs of each individual client. I am fortunate to have been trained by some of the most masterful teachers in the world at the Hudson Institute of Coaching. I bring a proven methodology and approach that gets measurable and sustainable results. That intensive training, combined with 20 years of senior leadership and management experience, including 15 years as a chief executive officer, has prepared me to coach organizations, teams and individuals in becoming more focused, intentional and fulfilled.