Nia Consulting & Development helps organizations by developing, implementing and monitoring structured and measurable internal coaching programs. These customized programs are designed to improve and assess workforce engagement through workforce enrichment, high performance, leader development and learning systems. Experienced employees will be better able to transfer valued knowledge to other employees, thereby improving upon organizational performance, employee retention, and employee professional and personal development.

Dr. Pamela Johnson is a Certified Master Coach, by the Behavioral Coaching Institute

Coaching Perspective

Even though we constantly self evaluate our performance, we really can't develop and improve our level of accountability unless someone else takes the time to gain an understanding of what motivates us to perform, while creating a work environment that will motivate higher commitment. Additionally some one needs to point out the strengths and weaknesses in our work.

Because they are fully aware of the performance level required of their team members, leaders and managers have the responsibility to put in place a process that will help improve performance, maintain good team relations and accomplish strategic goals. For accountability and commitment to be successful a Performance Coaching process is needed. Effective Performance Coaching is a feedback processes designed to be collaborative between the Leader and the Team Member. If it is successful, both parties in a Coaching session will see the situation from the same point of view and agree on what needs improvement. The final step will be mutual commitment to the agreed-upon change, action or behavior. Properly implemented, the performance coaching process leaves no bad feelings generated or experienced on either side of the discussion.

Approach to Individual Executive/Leadership Coaching

Goals of Candidate Leadership Coaching

1. Increase the flexibility and range of the clients personal and behavioral skills.

2. Increase the client's ability and capacity to manage their team.

3. Improve client's social and psychological competencies.

4. Increase the client's ability to manage self and others in conditions of environmental and organization turbulence, crisis and conflict

5. Increase the client's ability to manage the tensions between organizational, family community, industry and personal needs and demands

6. Improve the effectiveness and performance of the client's team and consequently the organization.

Objectives

Leaders obtain a clearer sense of their commitments and those of their organization, in a way that increases alignment, enrolls people in new possibilities, reduces waste and achieves measurable gains in individual and organizational effectiveness. They become more competent in generating and maintaining effective relationships, both professional and personal, resulting in increased levels of trust and accountability in the organization. Leaders expand their understanding of organizational and interpersonal dynamics (including moods and recurring patterns of behavior as well as culture) in ways that enable them to empower themselves and others to achieve results.They will also become more effective as a manager and leader by understanding and adopting the proven principles of coaching and empowerment. Leaders will begin to develop the kind of unity and team spirit that enable powerful work relationships to achieve unprecedented results.

For More Information: pjohnson@ncdperformance.com | Call 214-535-8803