Leadership Coaching &               Development Program

For two decades, in over eighty companies worldwide, Scott Taylor has worked with leaders to amend outmoded communication behavior that negatively impacts vital cooperation between co-workers.In spite of these behaviors being successfully used in the past, a leader’s default behavior (“This is who I am!”) may no longer serve as the only viable approach to manage employees in new economic climates. 

As a leaner economy faces companies now, businesses need to capitalize on low cost, high leverage tools that maintain their competitive edge. The cost of using outmoded verbal and non-verbal behaviors can prove damaging, if not fatal.  If outmoded behavior is inappropriately used, without understanding the influence it has on employee’s enthusiasm, commitment and productivity, managing during difficult times can become a slippery slope.

Changing behavior, or said another way, improving specific relationship-communication skills of key leaders, is this kind of high leverage tool that will motivate creativity, development and delivery of products or services.  Changing outmoded behavior has a high ROI.  It is the one low cost tool that can transform problems into opportunities.

To amend these outmoded behaviors, the leader needs to discover:

  • Why he/she habitually acts in outmoded ways when results show a decline in cooperation. 
  • When outmoded behavior can still be useful and learn when the use of “Intentional Language” is the better alternative. 

Intentional Language is used to train a leader to speak to employee’s intentions and behavior, rather than react only their behavior. 

The result of using Intentional Language is to continually pull employees into the conversation, ask key questions that .

valued employees are retained and their contribution to the organization is preserved.  A measurable savings in productive time, resources and the cost of replacing a key employee.

As professionals we are capable of creatively solving most of life’s problems.  However, relationship skills are limited to a few repeated patterns that feel ‘normal’ to us.  We continue to use these patterns regardless of their effectiveness.  It is estimated that 50 to 80 percent of our productive energy is expended in trying to communicate and be in relationship.

In the next few weeks, you will learn sets of leadership skills to 1) recapture your time, 2) create and motivate a new breed of management team and 3) permanently enhance your personal and professional relationship/communication effectiveness.  You will become an influential communicator to an ever-widening group of diverse people and situations. 

Assumptions

As you read the following material and go through this coaching process, it will at times bring up unfamiliar feelings regarding others and how you see yourself.  This is natural in any self-reflective work you might undertake in order to develop personal and professional relationship and communication skills.

The following assumptions hold true throughout the coaching process:

1.     Your value to the organization has already been established or you would not have been recommended for coaching.  Coaching is a benefit offered to increase the skill set of already successful leaders.

2.     Coaching is a progressive process.  As an investment in your future, coaching can add essential elements to your management skill set and/or it may take you through a comprehensive multi-stage program for your entire organization.

3.     The coaching process assumes that 80 to 90% of what you do is of high caliber.  Coaching sessions will focus on enhancing the upper 10 to 20% of your relationship-communication skills.

4.     The Coaching Program will not exchange your personality for a better one.  This program blends the unique person you are with new a skill set that will make your best even better.

Guarantee

For almost two decades, my personal guarantee has been the same: “If this Leadership Coaching Program does not improve your leadership, relationship and communication skills, there will be no fee for the time spent in introducing it to you.” 

Relationship & Confidentiality

Coaching implies a relationship based on trust, confidentiality and honesty.  Our handshake is our contract.  Everything discussed will be held in the strictest confidence.  No reports are written.  No results will be discussed with anyone in the company, with the exception that you request me to do so.


“Great leaders are not always perfect communicators!  Rather, in the mist of heated interactions, they know when they are not being effective, why and what to do next.”

Introduction

Fast changing rules, disruptive change and high-risk decisions are setting the pace in today’s booming economy. 

  • ·      

Start-ups

are growing at incredible rates; spiraling in size with a momentum unmatched in modern times and often lead by inexperienced managers.

·      

Midsize and large companies

are re-thinking their worldviews and spinning off products into discrete entities. 

A

new breed of management team

is coming to the foreground in business.  They must possess more than experience and a record of success.  They must also be capable of

extraordinary relationship and communication skills.

  It is essential that these skills are learned and applied directly in the same work environment where everyday decisions are made and interpersonal & technical issues are resolved.

For two decades Scott Taylor has supported leaders in exploring & synthesizing the essentials of relationship and communication skills from the inside out.  Scott’s hallmark has been the transformation of raw, underused talents into new personal traits and pragmatic leadership skills.


Who Can Benefit From Leadership Coaching?

Venture Capitalists

  • ·       You often encounter management teams with larger appetites than hunting skills.  You need management teams to quickly gel into a singular, committed force that performs & delivers on time results.
  • ·       This

new breed of management team

must possess more than experience.  They must also be capable of extraordinary relationship and communication skills.

·       You have the best chance for success when investing in management teams who posses extraordinary relationship and communication skills up front.

Scott Taylor can help.  Brought into the venture in the

formation stage

of the management team, Scott becomes a member of the staff, providing coaching that will make the difference between trial & error and bottom line success. 

Scott Taylor works with:

1.    

Management teams

to assess their compatibility and relationship/communication skills before or shortly after the venture has begun.

2.    

Leaders

to interject relationship and communication skills training as an integral part of the start up environment, providing skills as needed.

3.    

Executive staff

to providing ongoing coaching, as the venture matures, to assure that the management team stays intact and committed to the end.

CEO’s and President 

  • ·       As you know, brilliant leaders are in short supply.  You must petition for new behaviors, procedures and intelligence from your people to propel the company towards a new level of growth, IPO, merger or acquisition.
  • ·       As an expert in many critical areas; however, your interpersonal style may result in communications that actually undermines productivity.  You may be unaware of how much your relationship skills and communication style is draining the emotional resources and productivity of your staff.  
  • ·       You may also be wondering why employees are struggling.  You are frustrated by the valuable time being wasted trying to correct differences in styles and personalities of your staff.  

This is not a problem of

intention.

  Few would question your desire to succeed.  The problem is often caused by being unaware of the impact of your behavioral style on others.  What worked in the past may no longer get the results desired.  You may only need to expand your relationship/communication options.  

This is a critical situation where coaching can have immediate and positive results.

   Using the your existing talent, experience and integrity, Scott Taylor brings a confidential, one-on-one program of relationship and communication skills that will immediately improve your employees receptivity and productivity.

Executive Staff

The executive staff is made up of individuals who excel in their area of expertise, yet their interpersonal & management skills may pale in comparison to their technical experience.  

Scott Taylor can help when the following symptoms exist:

  • ·       Meeting agenda's crumble as employees act out in disrupting behaviors when their job, group or thinking is criticized.
  • ·       Faultfinding replaces cooperation.
  • ·       Closed-door, negative discussions target other staff members or groups.
  • ·       Aggressive assaults, rude remarks, finger pointing and avoidance.
  • ·       Leaders ending conflict out of frustration, rather than using it to fire up the staff, create common-cause partnerships and stability.
  • ·       Conflict Avoidance - Lacking a model for resolving differences leads to staff members becoming passive-aggressive and territorial.

Individual Contributors and Founders

After a period of success, as an individual contributor, you may feel your interest and/or career is flattening. You may need some assistance in setting new goals or learning new leadership skills.  Scott Taylor can help when the following symptoms exist:

  • ·       You feel something is amiss and the pressure to change seems to come from many directions.  You realize that your efforts to solve problems are less than effective.
  • ·       Your attempts to express & communicate your ideas are causing disruption and high maintenance from others.
  • ·       You experience the organization as being dysfunctional with the new hires and the endless changes in management, yet have little positive feedback to contribute to the solution. 
  • ·       You have a highly intellectual (deep thought) managerial style that fails to intergrate the opinions and expertise of others. 
  • ·      You have been told that you seem cut off from your feelings, are hard to read, and are unable to show/tell others where they stand. 

New Employees

As a new hire you may struggles to adjust to new surroundings, co-workers and the variety of management styles in the existing organization.  Scott Taylor can help when the following frustrations exist:

  • ·       A lack of relationship/communication skills to express yourself in the new culture causes disruption & high maintenance from others who must compensate for your  need for information and time to ramp up.  
  • ·       Dissatisfaction with what you see as the new organization's incompetence based on your past experience.
  • ·       A reluctance to join in with the staff.  You may have been an individual contributor in your last job and the adjustment to team & partnership is challenging.

Territorial & Infighting Issues

Managers who do not get along will consciously or unconsciously spread their discontent downwards and across their organizations.  Territorialism is subtle in that it can be observed in either positive or negative behavior.  Scott Taylor can help when the following symptoms exist:

  • ·      Suggestions that other areas are succeeding at the expense of theirs or are the   cause of your problems.  
  • ·      Feel victimized by external pressures and influence.  
  • ·      Seem cut off from your feelings about other people.
  • ·      Are hard to read, and unable to show/tell others where you stand. 
  • ·      Express fear and mistrust in the organization, uses negative talk and looks for opportunities to exploit disruptions in other areas where there are problems.
  • ·      Denies there is a problem and negates suggestions about getting help.


Five Stages of Leadership Coaching



Phase One

Stage I - Leader as Communicator

In

Stage I you will learn to recapture the time and energy often used tasking, to referee relationship/communication issues or teach critical skills to up & coming leaders.  You will learn about an obscure aspect of your personality that influences all interpersonal communications and interferes with effective leadership.  The end result will be a heightened level of communication competence, more time to focus on your priorities and a renewed sense of control in your life.

Phase Two

Stage II - Leader as Coach

– In Stage II you will direct your recaptured time and clarity toward efficient mentoring, strengthening & inspiring employees to confidently take on new levels of responsibility and authority.  You will learn to safely “heat up” individual’s normal management styles to uncover underused talents and levels of productivity.

Stage III - Leader as Change Agent

– The future is all about exploring and moving towards unfamiliar business arenas and opportunities while maintaining day-to-day operations and deliverables.  In Stage III you will learn to instill a manageable level of urgency and commitment to leaders, while preserving a nourishing work environment.  You will learn to “heat up” your organization by setting new behavioral standards for success, which will then allow you to be more focused on the organizations future direction.

Phase Three 

Stage IV - Leader as Team Builder

In Stage IV you will galvanize teams to take ownership of current business and employee issues. You will capture even more time by using your communication, mentor & change agent skills to sanction the team to set their own goals, deadlines and take responsibility for desired results.

Stage V - Leader as Global Sage

At this point, through your efforts to communicate more effectively, your team is performing at a heightened level of cooperation and productivity.  You now have the time & focus to work on strategy, global implications and to become the Global Thinker your position requires of you.



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© Scott Taylor 2016