Leadership coaching is designed to ignite learning, progress, and growth.
My clients are searching for change, and often feel "stuck" in some way, professionally or personally. My role as coach is to serve as a guide on their road to getting "unstuck" by building a foundation of authentic connection and deep trust, and facilitating a process designed to promote self awareness and change.
Some common client goals include:
· Finding a more natural leadership style
· Improved managerial skills
· Greater executive presence
· More effective communication
· Navigating a new position
· Exploring a change of career direction
I subscribe to the "whole person" coaching approach, in which I examine the client's personal life history, well-being, and overall sense of fulfillment...and consider how that context contributes to their current professional reality. My coaching work is confidential and is conducted in alignment with the ICF Code of Ethics.
The final product of the coaching process is a realistic action plan that yields long-term sustainable results.
.png)
REPRESENTATIVE COACHING ENGAGEMENTS
Client: Sales Manager, Large Software Company
The need: This client was a highly accomplished leader who had recently left their field of expertise and was trying to find their footing in sales. They were not experiencing traction in their new role as quickly as they had hoped, and were feeling frustrated and anxious to find a way to break through.
The result: Assessments revealed the leader was introverted and did not fit the mold of a "stereotypical salesperson." The Coaching Plan focused on using the client's unique personality strengths to form a more unconventional route to success in a sales organization. The result was an increase in sales, recognition from managers during weekly sales meetings, and ultimately a promotion.
Client: Manager, Large Advertising Agency
The need: This previously strong individual contributor had recently been promoted to become a manager. The client reported not seeing eye-to-eye with their new employee, and had experienced difficulty leading them to perform at a high level. Based on early performance, leadership had expressed concern over the client's ability to manage effectively.
The result: Feedback indicated that the client seemed to have a high EQ, but communication did not always land smoothly. The Coaching Plan called for a stronger connection between intended management style and execution. The engagement involved working with the client to write a "managerial constitution," planning strategies for crucial conversations, and role playing manager/employee conversations. The client's manager reported noticing a "dramatic improvement" in the client's management and communication styles.
Get in Touch
Based in San Diego, CA
Available in-person, remote, & hybrid
Email: jeromebeers@gmail.com