Through coaching, targeted assessment and development, leaders become more adept at navigating transitions, increasing situational awareness, influencing others and making the shift from functional/technical to business leader.

As coaching practitioners, we are singularly skillful at developing leaders who are transitioning into positions of greater power and broader organizational scope.

• GRL's coaching approach is results-focused and grounded in real business experience, catalyzing individuals and teams forward

• Coaches bring decades of experience in business, guiding top executives toward increased confidence, self-awareness, and demonstrable organizational and strategic influence

• Global expertise enables us to work across cultures and borders

• Multi-disciplinary approach draws on applied anthropology, organizational psychology, leadership theory, mindfulness and deep industry expertise.

GRL coaches apply specific practices and actions to develop effective executive awareness, communications and strategy execution. Coaching engagements may take the form of one-on-one leadership coaching, group coaching focused on a specific set of development competencies and team coaching to address interpersonal and group dynamics such as trust, decision making, accountability and collaboration.
 
Sample outcomes:

•    Build support and alignment with key stakeholders, including peers and boards
•    Learn to navigate transitions, plan and manage organizational change
•    Form stronger partnerships and influence with internal, industry and institutional colleagues
•    Demonstrate executive presence and situational awareness with key stakeholders
•    Learn to lead through others and delegate effectively
•    Successfully manage time and energy
•    Establish accountability, transparency and a culture of high performance

 
Phase I: Contracting and Assessment

•    Verify expectations of client and other key stakeholders
•    Review written business goals and strategies
•    Review any prior individual or team assessments and past performance reviews
•    Contract re: intended results of coaching and ground rules, including confidentiality
•    Conduct assessment (stakeholder interviews, 360 and/or other assessment tools)

 
Phase II: Individual Development Plan (IDP) and Key “Noticeable Results”

•    Document IDP and coaching plan
•    Coach to achieve developmental objectives as stated in coaching plan
•    Address situations as they arise
•    Review developmental results with key stakeholders as contracted

 
Phase III: Assess Development Progress

•    Evaluate coaching results and ROI after three and six months
•    Revise IDP and contract around future development goals

 
Deliverables: Stakeholder Interviews and Executive Coaching

•    Stakeholder interviews, analysis and summary of findings to inform IDP
•    Ongoing development planning and executive coaching

• Coach C-level and business unit leaders as part of onboarding process
• Coach functional and technology experts focused on becoming more effective business and people leaders.
• Supervise coaches as part of business transformation and reorganization initiatives