One on One Executive Coaching

Work with Me

Empowering You:
One-on-One Executive Coaching

Work with Me

Empowering You:
One-on-One Executive Coaching

executive coaching

Being a leader is hard, but it doesn’t have to be.

The most successful leaders don’t go it alone. Achieve your desired leadership with me as your coach:

  • Release what is holding you back.
  • Embrace the insight that will move you forward.
  • Build the awareness and wisdom to know the difference.

Linda’s coaching is a combination of self-exploration and actionable practices that deliver results.

  • The work is a combination of 1:1 coaching conversations beginning with an assessment phase.
  • Foundational to the assessment phase is identifying one’s Mental Models (core beliefs which drive our subconscious behavior) followed by a 360-interview process. This helps leaders understand why they behave the way they do and how that impacts the way they show up as leaders every day.
  • Next step is a thorough Emotional Intelligence assessment based on the decade of research and theorizing by psychologists Jack Mayer and Peter Salovey, the originators of the theory of emotional intelligence. This is an ability model of emotional intelligence, which defines emotional intelligence as the ability to reason with, and about emotions, something we refer to as an Emotional Blueprint.
  • All assessment work leads to a comprehensive development plan. This differentiating process (as more thoroughly outlined below) is structured to measure progress throughout the engagement both with the employee and the supervisor/boss.

If required, Glass Talent Strategies has a large network of trained coaches to pull from to support any large-scale engagement.

Coaching Process:

Here’s a sample of a 6-month Client Engagement

1

Planning

Laying the foundation and ensuring success pre-measure

  • First Client Conversation
  • First Boss Conversation (if applicable)
  • Client induction
2

Assessment

Discovery and measure

  • Mental models identification process
  • 360 Interview Report
  • Emotional Intelligence Assessment
  • Additional Assessments as Identified such as existing assessments
  • Development Plan: Create and Review with boss (if applicable)
3

Coaching

Accountability and measure

  • Coach client through development plan
  • Help remove barriers/obstacles to plan
  • Just in time coaching (as needed)
  • Mid 3-way meeting (client and coach)
  • Final 3 way meeting
  • Final Measurements (as determined with client)

FAQs:

How do I know I need a coach? What are the signs?

We develop habits and behaviors over time as leaders, which are instrumental in creating our success. Some of these behaviors can begin to create costs for us in our work, relationships, communication… it usually happens in a period of transition such as changing positions, assuming new levels of responsibility. When someone realizes that they need to change to achieve their desired performance, they seek a coach to help guide them through the process. It’s not always easy to tackle this development in a self-guided way. As an objective coach with actual business experience, I help leaders go through this change over a manageable period of time.

Does having a coach mean I’m failing in some way?

Isn’t it funny how a coach in sporting terms is viewed as a vital guide to success? We would never see someone become an Olympian on his or her own. The most successful leaders I know have insightful partners… coaches that challenge them, steer them, help them see more clearly how to achieve their goals. Failing is not seeking help. Failure is trying to go it alone.

How do you define your role as we work together?

You know when you go to the optometrist and the lens clicks from one to other? Is it clearer now or now? How about now? Sometimes our vision can only be truly defined once we go through a series of assessments and the ah-ha of discovery. My role is to really capture what a leader wants to achieve, guide them through a series of assessments, and help them set an action plan to achieve their goals. Throughout the process, we take snapshots along the way to measure the progress. This could be a one-on-one coaching engagement or it could be a working with a leadership team. It’s all about empowerment.

How does your work vary to meet different client’s needs?

While I have a process and methodology to my work, it is far from cookie cutter. With each client, we begin with an initial conversation to really understand what the client’s desired goals are, what does success look like, how s/he likes to work, etc. That conversation will inform the process and assessments we will use, who else needs to be involved, and how we want to approach the work. It’s kind of like getting on Google Maps… you can certainly plug in a beginning and a final destination, but it’s not truly a successful trip unless you define up front whether you’re going by car, by foot, whether you need to go on the highway or country roads. I work with my clients to define everything up front in the process.

When does a client know they need a coach? What are the signs?

Over time as leaders we develop habits and behaviors which are instrumental in creating our success. Some of these behaviors, however, can begin to create costs for us in our work, relationships, communication… it usually happens in a period of transition such as changing positions, assuming new levels of responsibility. When someone realizes that they need to change to achieve their desired performance, they seek a coach to help guide them through the process. It’s not always easy to tackle this development in a self-guided way. As an objective coach with actual business experience, I help leaders go through this change over a manageable period of time.

What is your coaching process like?

From a strategic perspective, ROI (Return on investment) coaching is a combination of self-exploration and actionable practices that are proven to have beneficial results when brought to bear in the work place. It was created by executive coach, Susan Steinbrecher of Steinbrecher & Associates. The work begins with discovering one’s “Mental Models” or core beliefs, which is instrumental to understanding why we behave the way we do. This work is then followed with a combination of 1:1 coaching conversations, a 360-interview process, and an Emotional Intelligence Assessment. The final result of this “discovery” is a comprehensive development plan. This differentiating process is structured to measure progress throughout the engagement both with the employee and the supervisor/ boss (when involved).

What do I get out of working with you?

Clarity. Direction. Action. Results. It’s more than marketing speak. I mean it and my clients can back it up. I’ll only work with those truly interested in growth and doing the work. You can expect to be challenged, grow, and yes, have some fun.

What drives you as a coach?

When I work with a business leader, it begins with the fundamental desire to find clarity and direction. Through my processes and assessments, time and time again I have seen self-discovery lead to actionable goal setting and real results. It’s liberating for the leader and highly fulfilling for me to see the impact on both the individual and the business. I truly love what I do.

Tell me about yourself?

Working in management at Starbucks, I developed a true passion for discovering and developing talent, and the impact this has on defining a culture and driving business results. In my final role as director of Global Talent Strategies, I was searching for a way to take this love to the next level. I was already coaching informally, but it wasn’t until I gained the ROI certification with Susan Steinbrecher that it really became cemented. I had always approached every endeavor with a business case to back it up. Here was a solid process, allowing me to connect with talented executives and make an impact. I was hooked and it was clear from the response that this was the right step for me and the launch of Glass Talent Strategies.

A few fun things:
• While getting my degree in Economics, I worked in the “Department of Good Ideas” for a month at Eli Lilly. I love that concept. Shouldn’t every company have one of those?
• I grew up in theatre and began my professional career in marketing and PR there… no better training ground around. I learned to improvise in business and work with all different types of personalities from the local news to CNN, the local actor to Meryl Streep. It was foundational for me.
• When I started with Starbucks, there were 1400 stores. When I left, there were over 16,000 and over 300 hires a day. Talk about creating a new business every other year! What an amazing, wild ride I got to go on… from marketing to product development to talent management. I realized I loved the impact of people on business more than mugs. It was a great opportunity.
• I have two amazing sons and I am lucky to be married to Steve. They keep me humble and laughing every day.

I’m ready to work with you! How do I get in touch?

Please fill out the contact form, or call me at 512-705-9092.

“I hit a point where I was experiencing some of the same stuff that was frustrating to me in past jobs. I have the tendency to not delegate enough and take too much on. I was working like crazy. I felt like I was hitting wall. Two different people recommended Linda’s coaching services. At first it was a leap of faith. I thought, ‘I’ll try this and see if it works.’ That was six years ago. Working with Linda has been tremendously helpful.”

– Donna Wilkins, CEO and Founder, Charity Dynamics