Synergy Executive Coaching Services

Synergy Executive Coaching Philosophy

Our executive coaching philosophy starts with meeting your leaders and employees exactly where they are. This philosophy is grounded in adult learning theories of Cognitive Theory, Connectivism, and Experiential Learning. Cognitive Theory leverages a participant’s prior leadership and organizational knowledge and experiences with new leadership knowledge, in a psychologically safe coaching environment. This process intentionally results in knowledge retention and ultimately in positive behavior change. Our coaches typically see improvement in problem-solving, information processing, and critical thinking competencies as we build the participant’s response repertoire.

Cognitivism connects a participant’s knowledge base, both new and existing, to an organizational context where it can be made relevant. Cognitivism encourages a participant to identify connections between new knowledge, organizational context, and complexity. It uses the organizational network to connect knowledge to real-world leadership applications.

Lastly, Experiential Learning is the guiding framework of our coaching process. Each step of the process builds on the next, encouraging the participant to ‘learn by doing.’ Through the process of goal setting, thinking, planning, experimenting and reflecting, our coaches masterfully engage and lead others. We activate these theories and bring them to life through your executives, senior managers and front-line staff. We look forward to becoming your executive development and growth partner.

Coaching Commitment:

We are servant Leaders – serving you and those you serve. We Lead with Integrity. Execute with Passion. Innovate incessantly with a Focus on Results.

Key Factors for Consideration:
  • Demonstrated Practical Knowledge and Experience
  • Extensive Individual and Team Educational Attainment
  • Engagement across Industries / Management Levels
  • Supportive Executive Coaching Approach
  • Proven results in Change Management and Culture-Building
  • Diversity, Equity and Inclusion Expertise
  • Accessible & Flexible

We help Employee Flourish Personally and Professionally

Synergy is focused on meeting your organization management needs such as:

Advancing Strategic Objectives

Strategic thinking is fundamental to the success and sustainability of any leader and any organization. Strategy helps organizations understand their core capabilities, identify and address weaknesses and mitigate risks. It can also help leaders focus on elements of the business, operations, technology (and most importantly, people) that will deliver the best performance, productivity, and profit. Both now and in the future. Understanding what is taking place in the external environment is important to preparing a strategy that will ensure long-term profit and growth. Leaders and their organizations that have a common purpose, goals and a set of actions to reach those goals are able to ensure that everyone works for the same outcome and achieve success. It ensures that time and resources and directed toward the same goals and objectives.

Leadership, Management Skill Development and Developing Others

Leadership is at the core of our executive coaching philosophy. We believe successfully leaders set a strong vision that people want to follow and communicate effectively. Leaders provide the tools and resources for their teams to succeed, both individually and collectively. Finally, leaders hold themselves and their team accountable. In the case of leadership, management and the development of people, there are two assessment instruments that we use with executive and senior managers. The first is Strengths Finders, created by Tom Rach (based on his grandfather’s research at Gallup) and the second assessment we use is the Myers-Briggs Type Indicator (MBTI), the most widely used personality inventory in the world, with more than 3.5 million assessments administered each year.

Emotional Intelligence

Although many ignore it, emotional intelligence is critical to a person’s success in business. The good news is it can be measured and it can be improved. We would make the case that success in business is a function of four things: Your IQ (how smart you are), your prior experience (including your education, work experience and training), the level of effort you put forth and your emotional intelligence (your understanding of yourself and others, and your ability to influence yourself and others).

Change Management

The process of developing effective change leaders is very methodical, evidence-based, and measurable. It begins with data collection and role clarity to provide participants the best learning strategy and environment possible. Data collection includes a readiness for change assessment. This assessment helps the coach and participant understand the system’s readiness for the change effort. Additionally, a transition/change knowledge inventory is deployed to ascertain the participants’ level of understanding of the transition and change process. Lastly, a system specific S.W.O.T. analysis is conducted to ensure all change-related variables and complexities are identified (Strengths, Weaknesses, Opportunities, and Threats). Local context is essential to achieve desired incomes.

Conflict Resolution

Conflict coaching focuses on assisting individuals to improve their competency in conflict management. It is a dynamic, practical and productive process in which individuals build their capacity to develop creative and constructive ways to handle conflict and resolve disputes that negatively impact either their professional or personal lives.

Executive Reassessment

During our coaching engagements, participants will be reassessed using the 360° inventory instrument and process. We will also design exercises that will demonstrate performance of their new and upgraded skills and competencies. In addition, participant knowledge will be measured through a written post-coaching assessment.

Employee Engagement

For an effective, productive and positive corporate culture to exist, management must be focused on employee engagement. Many organizations are starting from a place of weakness: Gallup found in 201 that 13% of all employees are “highly engaged” and 26% are “actively disengaged.” Some of the most productive and operationally effective organizations actively pursue aggressive employee engagement initiatives that begin with understanding what makes employees feel their contribution is important and valuable.

Team Building

In a world where attention is focused on making the client happy, businesses often forget about their most valued asset – employees. Team building and specially planned activities not only boost employee morale, but these can also increase the success of your business.

Diversity & Inclusion Sensitivity

Diversity is defined as the range of human differences, including but not limited to: race, ethnicity, gender, gender identity, sexual orientation, age, social class, physical ability or attributes, religious of ethical values system, national origin, and political beliefs. It’s who is sitting around the table, who’s being recruited, who’s being promoted, who the organization is tracking from the traditional characteristics – inherent characteristics that we’re born with. Inclusion, on the other hand: Inclusion is involvement and empowerment, where the inherent worth and dignity of all people are recognized. An inclusive organization promotes and sustains a sense of belonging; it values and practices respect for the talents, beliefs, backgrounds, and ways of living of its members.

At Synergy, if we could have our wish, every leader would say, “How am I bringing diversity, inclusion and/or equity into this business conversation?” This is how we coach…toward how we can help all leaders become more inclusive and create environments that are more inclusive.




facebookSidebar     twitterSidebar