As a senior leader in your organization, you support the work of others as you guide the culture and the future of the company while developing new leaders to assume greater responsibility. In today’s fast paced corporate environment with an ever evolving workforce, you want to maintain an awareness of new approaches to fundamental issues. How do you continue to direct the company’s growth while stewarding the development of staff?
As an Executive Coach, Dr. Maddalena has worked with leaders in many industries such as pharmaceutical, manufacturing, construction, communication and research. Experiencing drastic growth as well as downsizing’s, product recalls, reorganizations and restructurings of the past 30 years, she brings a wealth of experience and insight to leaders in transition.
Dr. Maddalena describes the one constant factor about working with clients in key roles of responsibility: an often expressed impression of being isolated. Although surrounded by staff and clients, connected leaders will become immersed in the activities and decisions of the moment. This is when effective leaders employ their resources by seeking support and learning to better apply their talent and experience. The role of an executive coach is not to change a leader — coaching does does change anyone. The value of coaching is to provide new options, re-new your focus on what is important, and develop stable new relationships for on-going support.
Great leaders know how to control passions by avoiding the extremes of egotism/bullying or meek/ineffectiveness. Developing your Executive Presence means finding your balance point as a role model by exhibiting Humility/Vulnerability with Pride/Confidence.
Feedback, when it is given, is evaluated for hidden agendas and the speakers’ personal motivations.
[callout1]”I have been privileged to have worked with outstanding leaders in their field — successful people who call on me when they are in a stage of change. Each situation is unique as each person addresses the pressures and stress of their role by calling upon all they have learned on their journey. The divergent paths unite in one critical reality that with greater responsibility comes less opportunity to form trusting, open relationships with others. Knowing that without feedback there is no growth, each has developed a process to avoid the trap of isolation. Staying connected, maintaining open relationships and reaching across company levels to engage the young, the inspired, the steady and the passionate becomes their source of renewal.”[/callout1]
You are invited to read stories and case studies on the topic of coaching in our MTM Blogs.
To discuss how we can support your leaders as they move through the transition process, send an email to Dr. Maddalena.