Eileen’s presence as a coach is defined by her strong relationship skills, direct style, and the trust that is built into her relationships. Her executive search practice has provided organizational knowledge of structure, effectiveness, reporting relationships, effective and poor leadership, and shown her what motivates people to stay or leave their organizations. Eileen has used the Emotional Intelligence Appraisal tool in her searches as well as in her coaching. The measures for self-awareness, self-management, social competence and relationship management provide a benchmark in assessing a client/candidate’s ability to develop and manage relationships in all areas of their lives.
What Eileen brings to her coaching practice
- More than 25 years of organizational knowledge, a sensitivity to cultural differences and an ability to build rapport and gain trust
- A fundamental belief that leadership can be taught and nurtured and that feedback is a critical part of that process
- The knowledge that it can take a community to develop a leader – involvement of the sponsor (usually Human Resources), the Manager and the coaching client all working together. All play a role in the coaching engagement.
What Eileen delivers to her clients:
- Prior to starting every engagement we conduct due diligence to better understand our client and the role they play within their organization
- A conversational style; building trusting relationships with clients from the beginning to the completion of the engagement
- An honest and direct style throughout the coaching engagement
- An ability to gather data/feedback through the 360 process; active stakeholder participation throughout the coaching process which elicits deep information and creates a stake in the outcome
A typical coaching engagement will:
- Determine areas of focus for development which includes ensuring that the stated need is consistent with client and sponsors
- Create a timeline on the coaching process – data gathering, feedback, coaching and completion
- Identify stakeholders and clarify their roles
- Create the boundaries of confidentiality