Discovery Phase

During the discovery phase we introduce our coaches and our process to our clients. We also like to get to know our client’s personal and professional aspirations and objectives. We also honor the importance of establishing clear intentions and goals for the coaching relationship from the beginning.

 

Diagnosis Phase

During this phase, we take a deeper dive into an individual’s Attitude, Aptitude and Alignment with their organization and customer through the use of unique tools that reveal potential areas of focus for development, uncover strengths, blocks and blind spots. (For more information on the tools click the links below)

Aptitude: 
                 

Attitude:

Alignment:

 

Development Phase

We offer customized executive coaching programs based on the specific needs and goals of each executive or organization.  Two of our most popular and signature programs are our executive leadership development program (Authentic Leaders Program) and our employee engagement program (Engage & Activate Program).

For more information on these two programs, click the links below.  For information on a program on any other topic, please contact us and allow us to provide details on additional programs or to design one specifically for your unique needs.  It would be our pleasure to discuss your objectives and give you insights and ideas for appropriate solutions.

The High Performance Edge “Authentic Leaders” Program

High Performance Edge Engage & Activate Program

 

Coaching Formats:

  • One on One Coaching

  • Group Coaching

  • Workshops/ Retreats/ Lunch & Learn

What is the High Performance Edge Leadership Development Survey?

The High Performance Edge Leadership Survey is a self-diagnostic tool based on an individual’s perception of their abilities across key executive leadership competencies (communication, collaboration, solution mindset, time management, motivation, empowerment of others, initiative, goal setting and emotional intelligence). In addition, our model also assesses how an individual’s perception of their environment and their relationships with key stakeholders also plays a role. The answers reveal potential areas for development specifically related to leadership.

What is the High Performance Edge Engagement Survey?

The High Performance Edge Engagement Survey is a self-diagnostic tool based on the 4 key dimensions of energy (physical, emotional, mental and spiritual) that impact an individual’s engagement; and is also designed to measure key engagement influencers from the most current and most respected U.S. employee engagement research. In addition, our model also assesses how an individual’s perception of their environment and their relationships with key stakeholders also plays a role. The answers reveal potential areas for development specifically related to engagement.

What is the ELI Assessment?

Our high performance edge process includes the Energy Leadership Index (E.L.I.) is a one-of-a-kind assessment that enables every individual to hold up mirrors to their perceptions, attitudes, and behaviors.
There are two main types of assessments: Personality and Attitudinal. Personality based assessments, such as Myers Briggs and D.I.S.C. are very valuable tools that pinpoint certain personality types so that people can have more of an understanding about what their strengths and weaknesses are. By understanding your personality and how it relates to what you do, you can adapt your behavior to “work with what you have,” to function effectively.

The E.L.I. is an attitudinal assessment. This assessment differs from personality assessments as it is not intended to label a person and have them work well within that label. Instead, it measures your level of energy based on your attitude, or perception and perspective of your world. Because attitude is subjective, it can be altered. By working with a coach using the E.L.I., you can alter your attitude and perspective, make a shift in your consciousness, and increase your engagement and leadership effectiveness.Further, the E.L.I. is scientifically correlated with satisfaction in each of 14 different key areas of success in work and life (including communication, engagement, leadership ability, productivity, time management, working relationship, etc.).

What is the value of the 360 interviews?

The High Performance Edge 360 interviews offers an in depth look at engagement and/or leadership from the perspective of multiple individuals within an organization, at various levels of management and, when possible, also includes the customer viewpoint. The approach we take is that alignment between the talent, the organization and the customer is the only way to achieve optimal performance and experience for all involved.
Self-assessments are also not as effective in revealing the blind spots that are much more apparent through the 360 process, particularly when conducted using the interview format.