777 E. Tahquitz Canyon Way, Suite 200-79

Palm Springs, CA 92262

310.715.8315

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©2019 Nourse Leadership Strategies 

Executive coaching is a powerful strategy for enabling organizations to achieve their objectives by helping leaders and managers improve their ability to lead. We offer three services associated with executive coaching: assessment and development planning, developmental coaching, and transition coaching.

 

Assessment and Development Planning

 

For executives and managers to improve how they function, they must first understand how others perceive them. By gathering the perceptions of others and using these insights to shape their development goals, executives are more likely to improve their performance. 

 

We typically begin leadership assessment engagements by meeting with your manager or leader and designing the assessment plan. Our coaches then interview each selected stakeholder to identify your leader's strengths and weaknesses and create a feedback report summarizing key themes. The coach will then debrief the feedback report and help the leader identify his or her specific development goals for the engagement. Finally, the coach concludes the process by facilitating a conversation between the leader being coached and his or her direct report manager to discuss the feedback results and next steps.

 

Click here for an example assessment feedback report.

 
 

Executive Coaching

Developmental Coaching

 

Developmental coaching helps a leader evolve the way they think and function to achieve business and personal goals. In essence, a developmental coaching engagement helps bridge the gap between current and targeted behavior. It is ideal for leaders who are ready, willing and able to commit to a coaching program. In many cases, we provide developmental coaching as a part of a formal leadership development program.

 

In a typical engagement, the coach will work with your leader in the initial sessions to formulate their coaching goals and specific business outcomes. Some of our clients prefer to have a meeting to ensure the coach, the leader receiving coaching, and the leader's manager become aligned with the approach. For most of our clients, we conduct two coaching sessions per month lasting 60-90 minutes each either in-person or virtually. At the end of the engagement, the coach will again meet with your leader and his or her direct report manager to review progress and identify next steps.

 

Click here for a case study illustrating how we coached a micromanaging chief operating officer.

I had the opportunity to work with Kevin as part of a leadership training program that took place over a several month period.  Together we took my personal goals for the program and laid out a strategy to achieve those goals.  Many times I was challenged to reach outside my comfort zone in order to grow and other times Kevin provided me with insights that I could immediately apply to my day-to-day management responsibilities.  His ability to take a "balcony view" of both the macro and micro of my role within the bank proved extremely valuable and I appreciate our time together.

 

– Vice President, NCB FSB

 
Recent Coaching Engagements
  • Community Development Financial Institution: Conducted a 360-degree assessment, goal setting, and on-going coaching for a Chief Executive Officer.

 

  • Federal Agency: Coaching four GS-15 managers as part of an agency leadership development program on a variety of competencies including strategic visioning, performance management, influence, and resilience.

 

  • Fortune 100 Energy Company: Coaching a high-potential future executive on a number of competencies including strategic visioning and team development.

 

  • Financial Services: Coached a Chief Financial Officer on managing the performance of his direct reports along with building strong influence relationships with his colleagues on the senior management team.

 
Current and Former Client Organizations
  • Administration for Children and Families

  • American Association of Port Authorities

  • American Society for Engineering Education

  • AstraZeneca

  • Cedars-Sinai Medical Center

  • Food and Drug Administration

  • HMS Host

  • Housing Partnership Network

  • Johns Hopkins University Applied Physics Laboratory

  • Marriott

  • NIH/National Cancer Institute

  • Pension Benefit Guaranty Corporation

  • Prudential

  • Port of Los Angeles

  • Prime Therapeutics

  • Sage Payment Solutions

  • Securities and Exchange Commission

  • Sodexo

  • Southern California Edison

  • T Rowe Price

  • Whitman Walker Clinic

  • Worldwide Employee Relocation Council

Kevin and I worked together for approximately one year.  During that time, I was able to achieve the goals we set at the start of my coaching process as well as develop new goals that further added to my skill set.  I find Kevin to be very thoughtful and intelligent.  His self deprecating manner and good sense of humor made it easy for me to build a trusting relationship. 

 

Kevin spent the time to understand my own personality and as well as the organizational dynamic where I worked.  Given my personality (introvert), this was important as he was able to customize my coaching experience and never tried to make me change my fundamental personality.  Rather, he pointed out ways to accomplish my goals given my fundamental personality type. Also, I found Kevin to be accessible and responsive to questions I had outside of our scheduled sessions.

 

What I found to be most beneficial during coaching was that Kevin was able to present the theory behind an approach as well as concrete actions I could take to achieve my goals.  During our meetings he would try and understand my thought process and then break it down and provide guidance on how I could approach the problem from a different perspective or use different tools.  This approach resonated with my analytical and process oriented thinking style. 

 

– Underwriter, Financial Services Company

Transition Coaching

 

Career derailment often occurs when leaders who are new to an organization or are promoted to a more senior role behave in ways counter to unwritten cultural norms or fail to understand the expectations of key stakeholders. Transition coaching is a form of coaching designed to help these leaders hit the ground running by understanding organizational cultural norms and the expectations of key stakeholders. With these insights, they can more successfully navigate the critical first 60-90 days in their new role.

 

In a typical engagement, the coach will work with your leader in the initial sessions to identify key stakeholders to be interviewed to prepare a transition assessment report.  The coach will then debrief the feedback report and help the leader identify his or her specific goals for the engagement. Finally, the coach concludes the process by facilitating a conversation between the leader being coached and his or her direct report manager to discuss the feedback results and next steps. Our coaches conduct two coaching sessions per month for a period of 3-6 months. The engagement will end with the coach meeting with your leader and his or her direct report manager to review progress made and next steps in their development. 

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