Challenge: Senior Marketing Manager in a healthcare organization was successful in her current role but limited in her future advancement.

Results: Three month coaching assignment resulted in her successfully meeting the developmental goals determined by her manager. She began to be perceived differently by staff and senior leaders, and one year later landed her desired promotion!

How we did it: First, we conducted written 360 assessments and follow up interviews with staff and stakeholders. Then, we developed specific goals and key performance indicators with her manager, and mapped out a three-month action plan to achieve desired results. A leadership style self-assessment was incorporated so she could understand her own behaviors, the behaviors of others, and how to successfully adapt for better results; we used interventions to boost morale (hers and the team’s); provided micro-training on leadership and time management skills; and used ad hoc assignments to turn today’s dilemma’s into teachable moments.

Challenge: How to hold one meeting with 35 participants and reach consensus on near term priorities for 11 cross regional and uniquely focused teams.

Results: At the end of one day, each of the 11 team leaders garnered unanimous go-ahead from the other leaders in the room for their team’s priorities for the next six months.

How we did it: We created a rigorous process and agenda, and gave team leaders guidelines in advance for presenting a concise, informative status update. Expectations and ground rules were set and agreed upon at the start of the meeting and we facilitated through the presentation and discussion stage. Next we worked through a group processing framework to sort through the information covered that day, and separate easy wins from issues needing further discussion. Finally, we heard the various viewpoints on contentious areas, closed the gaps, and reached consensus.

Challenge: Improve the facilitation and presentation skills of highly experienced medical coding trainers, many of whom had been doing the job for ages.

Results: After two-day small group training “clinics ” all the trainers, including the seasoned pro’s, reported they learned new ideas to use at work. Participants continued to talk about the enjoyable experience and “stickiness” of new skills months later.

How we did it: We gathered input from prospective participants and other stakeholders to understand the desired learning objectives, current strengths of the target audience, and development opportunities. Then a customized training was designed to:
• meet learning objectives
• utilize the client’s internal templates and materials
• leverage the participants’ expertise for peer mentoring throughout the training experience
• create an opportunity to resolve some of the organizational challenges in their work

Once the program was designed, we conducted the two-day training in small groups throughout the geographic area. Each participant was able to try out new skills, get individualized peer and instructor feedback, and have a video recording of their work because of the small group size. In addition, the time devoted to group problem solving allowed the group to brainstorm and create solutions for some of the inherent organizational challenges.

Thanks for the workshop.
It’s the best professional development course
I’ve taken.

—Ryan W.
Mid-level manager,
healthcare organization

To create a “Coaching for Improved Performance” program, my first step was to bring Sherry onto the project. A terrific collaborator with leaders at all levels, her experience, knowledge, and ability to engage staff are a welcome addition.

—Gary W.
Director, Global Learning,
flexible circuit manufacturer

Participants facilitated big meetings within two weeks after your training, and exhibited a greater level of confidence. Kudos to you for helping my team become better facilitative leaders.

—Carolyn B.
Sr. Manager, sales and account
management organization