Coaching is undeniably an important leadership practice for aligning talent with your organizational priorities. It can also boost performance, develop your leadership pipeline, engage employees, and reduce turnover – if done well.
The mean ROI for companies investing in coaching was seven times the initial investment, according to a recent global survey reported by Forbes. And, for more than 25 percent of respondents, the ROI was 10-49 times the investment.
The on-target® coaching product is designed to accelerate the success of your leaders and positively impact your organization’s business performance. Leaders, their managers, HR partners and other key stakeholders are all involved in the process.
We use innovative and practical approaches to help leaders and high potentials understand the impact their leadership styles and performance have on them, their teams and your organization.
There are many coaching options in the marketplace today. Unfortunately, most options lack structure and organizational involvement. Without those aspects, the coaching results are often very subjective, and ROI is sketchy. on-target® delivers ROI and clear results through our uniquely defined process.
There are many coaching options in the marketplace today. Unfortunately, most options lack structure and organizational involvement. Without those aspects, the coaching results are often very subjective, and ROI is sketchy. on-target® delivers ROI and clear results through our uniquely defined process.
on-target® identifies the real potential of a leader and provides a clear path to improved effectiveness. The expertise and objectivity of external Connect the Dots professionals coupled with the insider view of stakeholders, provides a multi-tier involvement process that complements the client’s business model.
Early in the process, data collection defines the current state. From there, we define formal objectives and communicate expectations. Then, a multi-tier road map and a specific coaching plan are created and implemented for a finite period, usually six-twelve months.
on-target® takes care of the coaching, feedback and progress reports. Our on-target® professionals work closely with leaders to ensure they stay on track.
on-target® has built-in progress review meetings with stakeholders, utilizing unique feedback instruments. The process culminates with a final report detailing progress, ROI, and recommendations.
Today’s modern work environment demands measurement. You get it, plus interpretive analysis that produces actionable results.
We don’t leave anything to chance or drop the ball. You can rely on our on-target® professionals to be with you every step of the way.
Two of our professionals published books on solving employee issues and how to help train new employees. We know our stuff and work with others who are just as experienced.
This is our “secret sauce.” We help you look beyond the typical identifiers of a leader and go deep to discover how their dormant traits can be nurtured and strengthened.
We get it. Budgets are tight and you have to do more with less. Our on-target® professionals will evaluate your current resources and leverage them for your organization’s success.
We make it simple. We will provide you with a specific, actionable plan that will take your employee even further toward being an effective leader excelling in performance.
Our methodology is customized to work seamlessly with your internal strategies. We learn what your priorities are and deliver a plan to help you reach them.
This is when it gets exciting. Not only do you have a leader who is equipped to do the job right, but she can also help train her own people to do the same thing. It’s a win-win for everyone.
Here are a few leadership roles and situations that benefit the most from coaching:
For this situation, on-target® brings:
In this fast-paced world, your competition is working just as hard to keep up with developing technology, new products and services, and creating a culture that fosters engagement and connectivity. One of the biggest challenges facing organizations is obtaining human capital and optimizing human capital investments.
One of the most effective tactics of meeting the identified challenges of retaining and rewarding the best people and attracting high quality candidates to the organization is providing professional development through coaching. This is one area where you can help your organization stand apart from your competitors with leadership that is equipped for the future.
Why settle for flat webinars and training seminars that don’t stick when you can have a proven program that will produce lasting results and an on-going leadership legacy? Our experienced consultants keep leaders engaged in the on-target® coaching process and we’re ready to do the same for your organization.
Powerful, effective leadership development is just a phone call away. Give us a call at 855-316-8161 or contact us by email. We can’t wait to introduce you to our team and together, make a difference with your leaders, your teams, and your organization.
Call and set up a no-obligation discussion today.
Our quickconnect® coaching product provides a quick, affordable, targeted, virtual coaching experience – for right now!
Have you ever gotten this feedback?
● “To get to the next level, you need to improve your presence.”
● “You don’t have a strong enough voice at the table.”
● “You do good work, but you’ll need more gravitas to be seen as a leader.”
● “You have great vision but need to increase your followership.”
Connect the Dots has received requests from many clients seeking support in tackling this kind of feedback. As a result, we’ve crafted personalized coaching sessions and group workshops guided by research, experience, and trusted sources.
Client feedback reinforces that our solutions provide leaders with the tools and strategies to:
● Increase influence
● Create followership
● Demonstrate value
● Communicate authenticity
● Improve abilities to motivate & connect
● Be considered for future roles
Our workshop solution is for your team members who need to understand and improve their executive presence. Built on current research and practical best practices, the program empowers participants to make immediate and sustainable progress in bridging their gaps.
And, for many leaders, executive presence is an important factor in receiving promotions during their careers. One study has shown that executive presence can account for a little over one-fourth of what it takes to receive a promotion . Executive presence also has a major impact on how leaders are perceived; for example, 60% of executives agree that sounding uneducated negatively impacts how people see you.
Our facilitators are experienced executive coaches with deep experience in Executive Presence and creating a dynamic and safe learning environment. Following pre-work, program sessions generally last between four and eight hours.
Participants’ progress can be accelerated by adding 1:1 coaching sessions to support rapid development and sustainable change and reinforce workshop learnings. Coaching is also an option for individual growth and development with Executive Presence as an area of focus.
After training, participants can see immediate results when strategies and best practices are implemented. Over time, consistent practices drive dramatic positive changes in an organization’s leaders’ ability to influence, communicate, and deliver results.
Contact Connect the Dots for more information about increasing the Executive Presence on your team and driving better, faster results.
In today’s fast-paced and ever-evolving technological landscape, it’s crucial for organizations to not just have skilled technical leaders but also develop them into great people leaders. Great leaders inspire, motivate, and drive their teams to achieve exceptional results.
Technical leaders are not limited to technology and engineering; they can also come from finance, sales, product development, medicine, data analysis, nursing, logistics, and operations.
The expectations and success profile changes considerably and leaders often need support as they navigate the next phases of their careers.
The following strategies can help technical leaders transition into great leaders:
1. Foster Emotional Intelligence
Emotional intelligence (EI) is a key trait of great leaders. Leaders with high EI are self-aware, can manage their behavior in various situations, and use empathy to coach and mentor their teams. They create a psychologically safe environment where team members feel valued and understood. To develop EI in technical leaders, organizations must provide training and coaching that focuses on self-awareness, empathy, and effective communication.
2. Encourage Continuous Learning and Development
Great leaders are lifelong learners. Encourage technical leaders to continuously develop their skills and knowledge through training programs, workshops, and conferences. Provide opportunities for them to learn about leadership, management, and other relevant topics. This not only enhances their technical expertise but also equips them with the skills needed to lead effectively.
3. Promote a Culture of Coaching and Mentoring
Coaching and mentoring are powerful tools for leadership development. Urge technical leaders to seek out mentors who can provide guidance and support. Additionally, strive to promote a culture where leaders are encouraged to coach and mentor their team members. This helps build strong relationships, fosters a sense of accountability, and drives performance.
4. Develop Strong Communication Skills
Effective communication is essential for great leadership. Technical leaders should be able to articulate their visions, provide clear instructions, and give constructive feedback. Encourage them to develop their communication skills through public speaking courses, coaching, and regular practice. Strong communication skills help leaders build trust and rapport with their teams.
5. Focus on Building High-Performing Teams
Great leaders know how to build and lead high-performing teams. Support technical leaders by focusing their development on team building, delegation, and collaboration. Provide them with the tools and resources to create a cohesive and motivated team. This includes setting clear goals, providing regular feedback, and recognizing and rewarding achievements.
6. Embrace Change and Innovation
In the ever-changing world of work, great leaders must be adaptable and open to change. Encourage technical leaders to embrace innovation and be willing to take risks. Provide them with opportunities to lead change initiatives and drive innovation within their teams. This helps them stay ahead of the curve and fosters a culture of continuous improvement.
7. Prioritize Employee Well-Being
Great leaders understand the importance of employee well-being. Encourage technical leaders to prioritize their team members’ mental and physical health. This includes promoting work-life balance, providing support for stress management, and creating a positive work environment. When employees feel supported and valued, they are more likely to be engaged and productive.
Conclusion
Developing technical leaders into great leaders requires a multifaceted approach that focuses on emotional intelligence, continuous learning, coaching, communication, team building, innovation, and employee well-being. 
By implementing these strategies, organizations can cultivate leaders who excel in their technical roles and inspire and motivate their teams to achieve greatness.
For organizations looking to develop the leadership they need for success, leadership coaching is a valuable tool that can help develop best-in-class strategies to bring out the best in each leader. Connect the Dots offers targeted coaching solutions that deliver a meaningful return on investment for companies looking to hone their leadership teams. Contact us today to learn more about how we can help your technical leaders transform into great people leaders.
It’s wishful thinking to imagine difficult conversations will never arise in the workplace. As inevitable as it is uncomfortable, you’ll likely have to initiate a challenging conversation with a colleague sooner or later. Whether dealing with differing opinions, navigating sensitive topics, or addressing conflict, finding the right way to approach this tough task will help you improve the likelihood of a successful outcome.
When Are Challenging Conversations Necessary?
As much as you may try to avoid getting stuck in a difficult conversation, many issues within the workplace will not dissipate if they’re not addressed. Still, simply ignoring the problem at hand is the way that 53% of employees choose to handle a “toxic” situation. Only 24% of employees would choose to address the situation directly. Avoiding a challenging conversation can prolong the problem, lower team morale, and hurt business productivity.
For context, let’s imagine a scenario warranting a difficult workplace conversation. You and a colleague may share responsibilities–whether that’s managing client communication, handling administrative tasks, or producing certain deliverables–but you find them delegating tasks to you. Maybe they’ve started to hand off client onboarding, report generation, or other tasks they also should be managing. As your workload increases, finding the right way to discuss this imbalance with your colleague can help you remedy the situation and come to a mutually agreeable resolution. Without the right communication skills, you could be among the 49.7% of individuals who don’t report a positive outcome, such as increased stress levels, resentment towards your colleague, or lowered performance as you struggle to get all the tasks done.
Preparing For a Successful Conversation
Challenging conversations are difficult for a reason, but taking the time to prepare can help you effectively communicate your point of view without sounding accusatory or aggressive. Here are a few steps you can take to make the conversation productive and successful:
Difficult Conversations Pay Off
Even with the best preparation, tough conversations will never be fun. Still, they can have a significant, positive impact on colleagues and the larger organization. These benefits can include:
● Strengthening workplace relationships and fostering an environment of trust
● Clearing up misunderstandings or misconceptions
● Reducing workplace stress by de-escalating issues
● Improving productivity and collaboration by removing roadblocks
● Enhancing communication skills
Thus, individuals within an organization need to identify when there is an opportunity for them to address issues with a challenging conversation. Not only will they be able to seek a better outcome for themselves, but these colleagues can also drive valuable change within the organization.
For leaders who are unsure where to start tackling their team’s issues, Connect the Dots can help teams develop new tools to engage and be productive with their teammates.
Contact us to learn more about our team development and performance solutions.
