Today s leaders are required to rise to challenges that did not exist ten years ago:
economic meltdowns, a global labor pool, new environmental safety challenges, violence and
instability in regional markets, as well as the
unbelievably fast pace of competitive market innovation, to name just a
few. These conditions require leaders
who must think and behave in new ways. Strengths that enabled success, even ten
years ago, often become liabilities in this new century, at least during the
first decade. And, whether a leader
manages a regional US
organization, or a global enterprise, all leaders today operate in a global environment. Even if locations, supply chains and workers
are domestic, products and services have global potential due to the internet.
greater or lesser degree, successful leaders are able to develop productive
relationships with their business environments, primarily through stakeholder
relationships.These relationships must
be developed rapidly, and results implemented quickly.Speed
is a main source of advantage, and most leaders today move through a number of
positions and roles in their careers.
leaders are able to act as change agents, actively shifting and creating new
structures, systems and cultures.Other
leaders are able to fit with their
organizations and lead in more subtle ways. Yet other leaders are unable to
create the right relationship, or Velcro, with their stakeholders in order to
influence the direction and results of their businesses.In these cases, culture and organizational
At ChangeWorks international, we see
the sweet spot of professional
in the leader s relationship with his or her 1) own past experiences , skills and
accumulated learning (competence), 2) identity as a leader, and 3) the
culture and architecture of the larger organization.We start by understanding that
relationship, and work with the leader to help him or her to shape that
relationship to achieve optimum results.
Coaching for Global
Advantage " A Powerful Approach for Leader Growth
ground-breaking coaching model, created by Kathy Molloy, Principal of ChangeWorksInternational
and Willa Hallowell, Partner, Grovewell LLC, brings an exciting, fresh approach
to the development of global leaders. The environment of the global corporation
is fast-moving, requiring leaders to transition quickly into new and very
different business settings.The key to
successful leadership in global businesses is the ability to rapidly transform knowledge into action. Coaching for Global Advantage calibrates to the unique needs,
competencies and (business and cultural) environment of each of our clients. See the Grovewell website www.Grovewell.com/Coach.
Coaching for Global Advantage provides the environment, tools
and experiences to discover and mine our clients experiences, past successes
and buried talents, and leverage these to learn and express new ways of
thinking and acting in different environments. In other words, to develop the flexibility to succeed in new situations.
and developing that underlying flexibility . or meta-competence . is a hallmark of Kathy Molloy s coaching.
At ChangeWorksInternational, we employ Creative Dialogue and:
work through our hearts to create a climate of trust, providing the client with the freedom from judgment about the thoughts,
feelings, and intuitions that matter to him or her;
make expert use of questioning and dialogue, in order to
develop a tacit understanding of the participant s values, mental models, emotional
responses patterns, competencies, forces/experiences shaping his/her career
guide clients to make powerful
distinctions between their current ways of thinking and behaving vs. what
is needed now and for future growth;
analyze their own organizational environment " structure,
process, systems, people networks and culture " and look at their own
relationship with their business environment;
Enable clients to uncover and shine light on their inner
strengths as leaders;
Provide follow-up coaching and support as new ways of
thinking and acting are woven into our clients lives.
At ChangeWorksInternational, we use Creative Practices to:
identify specific learning activities that build needed
skills, and provide just-in-time coaching on how to handle specific situations;
help clients resolve apparent dilemmas in their lives and
work, enabling them to move from either/or
thinking to and thinking, thereby
broadening their versatility and creativity as thinkers and leaders;
enable clients to achieve results efficiently and
effectively by building people networks
for information-sharing, building support, and facilitating effective work
guide clients to that point of growth where they discover and
learn to take important actions " to close the knowing-doing gap.
Support the design of development plans that have the
involvement and buy-in of key stakeholders, and carry specific and relevant
measures for success.
engagement, Kathy listens appreciatively, looking for the patterns, emotions
and ideas that are unique to the client, to discover the unique gift that this
client and his/her business can offer.She
reflects these patterns, emotions and ideas back to the client in a way that
enables the client to explore his or her potential in the current environment. This approach helps the client draw on his or
her tacit knowledge, begin to tap his or her own creativity, and frame a unique
open-ended and conversation-based methods to gather critical data, e.g.
behavior-based interviewing, ethnographic interviews. These consider the
client s professional experiences and cultural influences, along with dialogue
characterized by a kind of give and take that challenges the client s
established ways of thinking and acting. This involves, in part, using Dilemma Resolution methodology (Charles
Hampden-Turner and Fons Trompenaars), to help clients successfully explore conflicting issues (either/or) and
reframe these to achieve lasting (and/and) solutions.
data serve as a starting point for in-depth conversations with the coach about
how to achieve performance goals, short-term and long-term.Unique development plans are crafted with the
client and key stakeholders, incorporating specific development actions and
clear measures for improvement.Action
plans are designed to shape new ways of learning, drawn from on-the-job
assignments, external/volunteer activities, reading, classroom work, etc.
Our focus is on
transforming knowledge into relevant action.