AMPLIFY YOUR IMPACT WITH COACHING

Legata Leadership Solutions specializes in helping mid- to senior-level leaders amplify their impact and define their leadership legacy. When leaders have clarity on their purpose and intended legacy, they lead with more authenticity and intentionality, inspire higher levels of employee engagement, and drive higher levels of performance.

When to Consider Coaching

Coaching is intended to facilitate self-awareness by exploring values, strengths, and opportunities for improvement. It is appropriate whenever a leader/executive aspires to enhance their performance.
Coaching can be especially impactful when leaders are:

  • Facing a leadership challenge (e.g., addressing organizational silos, employee engagement issues, trust or motivation issues, etc.),
  • Transitioning from one role to another.
  • Taking on greater responsibilities.
  • In the midst of organizational change.
  • Contemplating career changes.
Some individuals simply wish to gain more clarity on their purpose, and/or amplify their influence and impact as a leader.

What to Expect from Coaching

Coaching is a collaborative process between the client and coach. It is arguably the most personalized form of development. A coach guides their client toward self-discovery, facilitating achievement of the client’s goals. The foundation of the coaching relationship is confidentiality and trust, and you should expect a coach to have an unwavering commitment to their client’s success.
It is important to note that coaching is different from consulting. Consulting provides knowledge, advice, and tools to directly solve the client’s challenge. By contrast, coaching supports clients by guiding them through critical thinking, enhancing their learning as well as their ability to solve challenges on their own.

The Coaching Process

Each coaching engagement will be tailored to the client’s specific individual needs, but the framework includes the following:

01

Discovery Session

During the Discovery Session, a client and coach determine if they have the right chemistry to work together, align on goals and success measures for the coaching engagement, and discuss logistics (number and frequency of meetings, cost, etc.)

02

Assessment (if appropriate)

If it is appropriate for the client’s needs, a multi-rater feedback assessment may be used to gather data. This data can support the client’s self-awareness by highlighting strengths to leverage and opportunities to make adjustments.

03

Goal Setting

The coach will support the client in establishing goals for the coaching engagement as well as measures of success. Goals help to keep focus and motivation throughout the engagement.

04

Regular Coaching Sessions

Once goals are established, the coach and client meet regularly. During these meetings, they celebrate successes, explore key insights, expand thinking, and establish next steps or new actions toward achievement of the goals. The client will leave each check-in meeting with clear actions to take toward continued goal achievement.

Interested in learning more about executive coaching?

Ready to get started?

Schedule a Discovery Meeting
Whether stepping in to lead an existing team or building a new team, a new leader needs to build trust and nurture the team dynamic. Unfortunately, this typically happens while also needing to onboard to the role, build a strategy, establish priorities, and foster new peer and customer/client relationships. In other words, assuming leadership of a new team can be challenging.
Assimilation is a process that helps new leaders better understand their team and team culture, overcome obstacles, and take on their new role’s responsibilities. Often paired with executive coaching, Legata Leadership Solutions can accelerate a leader’s impact by ensuring a smooth assimilation to their new team.

What to Expect from New Leader Assimilation

New leader assimilation can help to ensure employee engagement remains strong or even grows at a time when it often dips, by enhancing early bonding, energizing the team, and bringing clarity of expectations and working styles. Often started during months 3 – 6 of the new leader’s tenure with the team, the goal is to remove all barriers and ensure the team is aligned to goals and priorities, has clarity on roles and responsibilities, and establishes healthy team norms.

The Team Assimilation Process

Team assimilation engagements will be fully customized to your needs, but will generally follow this framework:

01

Team Member Feedback

It is essential to ensure that team members have an opportunity to share their early observations and feedback. One of the quickest ways to build trust is to ensure that each member of the team feels comfortable and supported in sharing their thoughts and input. Feedback can be focused on any number of relevant topics including but not limited to culture, strategy and goal alignment, team cohesion, leadership style and/or leadership behaviors.

02

Leader Debrief

Working with a coach, the leader will have an opportunity to hear and consider all team member feedback (aggregated and anonymized). The coach will help to interpret the data, and establish the best plan for addressing the feedback, including how they want to “show up” during the team alignment meeting that follows.

03

Team Alignment

With the objective of ensuring team effectiveness, the coach will facilitate a team dialogue with all team members and their leader. At the end of the meeting, the leader and their team will have:

  • Built an additional level of rapport and trust,
  • Addressed all feedback,
  • Established team working norms,
  • Ensured understanding of the strategy, goals and priorities,
  • Clarified roles and responsibilities, and
  • Determined next steps for the team.

04

Action Plan

Actions established during the Team Alignment Meeting will be the foundation for the ongoing Action Plan. Putting these actions in writing and regularly tracking progress against the goals helps to further establish trust amongst the team and to ensure accountability.

Interested in learning more about new leader assimilation?

Ready to get started?

Schedule a Discovery Meeting
Legata Leadership Solutions specializes in helping mid- to senior-level leaders amplify their impact and define their leadership legacy. When leaders have clarity on their purpose and intended legacy, they lead with more authenticity and intentionality, inspire higher levels of employee engagement, and drive higher levels of performance.

When to Consider Coaching?

Coaching is intended to facilitate self-awareness by exploring values, strengths, and opportunities for improvement. It is appropriate whenever a leader/executive aspires to enhance their performance.
Coaching can be especially impactful when leaders are:

  • Facing a leadership challenge (e.g., addressing organizational silos, employee engagement issues, trust or motivation issues, etc.),
  • Transitioning from one role to another.
  • Taking on greater responsibilities.
  • In the midst of organizational change.
  • Contemplating career changes.
Some individuals simply wish to gain more clarity on their purpose, and/or amplify their influence and impact as a leader.

What to Expect from Coaching?

Coaching is a collaborative process between the client and coach. It is arguably the most personalized form of development. A coach guides their client toward self-discovery, facilitating achievement of the client’s goals. The foundation of the coaching relationship is confidentiality and trust, and you should expect a coach to have an unwavering commitment to their client’s success.
It is important to note that coaching is different from consulting. Consulting provides knowledge, advice, and tools to directly solve the client’s challenge. By contrast, coaching supports clients by guiding them through critical thinking, enhancing their learning as well as their ability to solve challenges on their own.

The Coaching Process

Each coaching engagement will be tailored to the client’s specific individual needs, but the framework includes the following:

01

Discovery Session

During the Discovery Session, a client and coach determine if they have the right chemistry to work together, align on goals and success measures for the coaching engagement, and discuss logistics (number and frequency of meetings, cost, etc.)

02

Assessment (if appropriate)

If it is appropriate for the client’s needs, a multi-rater feedback assessment may be used to gather data. This data can support the client’s self-awareness by highlighting strengths to leverage and opportunities to make adjustments.

03

Goal Setting

The coach will support the client in establishing goals for the coaching engagement as well as measures of success. Goals help to keep focus and motivation throughout the engagement.

04

Regular Coaching Sessions

Once goals are established, the coach and client meet regularly. During these meetings, they celebrate successes, explore key insights, expand thinking, and establish next steps or new actions toward achievement of the goals. The client will leave each check-in meeting with clear actions to take toward continued goal achievement.

Whether stepping in to lead an existing team or building a new team, a new leader needs to build trust and nurture the team dynamic. Unfortunately, this typically happens while also needing to onboard to the role, build a strategy, establish priorities, and foster new peer and customer/client relationships. In other words, assuming leadership of a new team can be challenging.
Assimilation is a process that helps new leaders better understand their team and team culture, overcome obstacles, and take on their new role’s responsibilities. Often paired with executive coaching, Legata Leadership Solutions can accelerate a leader’s impact by ensuring a smooth assimilation to their new team.

What to Expect from New Leader Assimilation

New leader assimilation can help to ensure employee engagement remains strong or even grows at a time when it often dips, by enhancing early bonding, energizing the team, and bringing clarity of expectations and working styles. Often started during months 3 – 6 of the new leader’s tenure with the team, the goal is to remove all barriers and ensure the team is aligned to goals and priorities, has clarity on roles and responsibilities, and establishes healthy team norms.

The Team Assimilation Process

Team assimilation engagements will be fully customized to your needs, but will generally follow this framework:

01

Team Member Feedback

It is essential to ensure that team members have an opportunity to share their early observations and feedback. One of the quickest ways to build trust is to ensure that each member of the team feels comfortable and supported in sharing their thoughts and input. Feedback can be focused on any number of relevant topics including but not limited to culture, strategy and goal alignment, team cohesion, leadership style and/or leadership behaviors.

02

Leader Debrief

Working with a coach, the leader will have an opportunity to hear and consider all team member feedback (aggregated and anonymized). The coach will help to interpret the data, and establish the best plan for addressing the feedback, including how they want to “show up” during the team alignment meeting that follows.

03

Team Alignment

With the objective of ensuring team effectiveness, the coach will facilitate a team dialogue with all team members and their leader. At the end of the meeting, the leader and their team will have:

  • Facing a leadership challenge (e.g., addressing organizational silos, employee engagement issues, trust or motivation issues, etc.),
  • Transitioning from one role to another.
  • Taking on greater responsibilities.
  • In the midst of organizational change.
  • Contemplating career changes.

04

Action Plan

Actions established during the Team Alignment Meeting will be the foundation for the ongoing Action Plan. Putting these actions in writing and regularly tracking progress against the goals helps to further establish trust amongst the team and to ensure accountability.

Amplify your impact.
Drive differentiated performance.
Create your legacy.

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CONTACT US

Kim Kavala, founder and president
+1 (269)883-0718
kim@legataleadership.com
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