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Jeff Lugerner and Karen Cooley are leadership coaches with a combined experience of 30 years in leadership training. If your objective is to increase productivity, resolve conflict, create collaborative work teams out of individual contributors, or uplevel an executive's leadership skills, LDI can help you achieve the results you're looking for.
We equip our clients with leadership tools that help them achieve the desired leadership training skills.
Our services are customized specifically to our clients needs. Our core competencies are:
• Individual Leadership Coaching for Managers & Executives
• Facilitation of Proven Team Development Strategies
• 360 Feedback Programs
• New Team Integration Coaching
• Facilitation of Organizational Offsites
• Successful Methods of Facilitating Team Conflicts
Please call our office at 408-725-1083 or send an email request to know more about our services.
1) Why would I want to sponsor a direct report
for a coaching program?
You have identified an executive you wish to retain and can
envision this executive as part of your company's succession
plan. You may wish to uplevel his or her leadership skills
while demonstrating your commitment to their development.
2) How do you determine what gets focused on in
a coaching program?
A coaching program is always individualized and is determined
in three different ways: (1) A manager decides on leadership
skills to be developed; (2) We run a 360 feedback inventory
(feedback from boss, peers and direct reports) and the goals
are driven by the results, and/or (3) an employee determines
his/her own leadership goals.
3) As a supervisor, how much involvement would
I have with a direct report's coaching program?
Most often, supervisors will work to develop leadership goals
for the employee being coached and will present these goals
to the employee in conjunction with LDI. We also check in
with the supervisor at the halfway mark, and at the closing
of the coaching program.
4) How do you measure progress/success?
Some managers choose to do another set of 360 evaluations
at the conclusion of a coaching program to gain a tangible
metric of success. It is our experience that at the conclusion
of most programs, results are clearly visible.
5) Are the contents of the coaching meetings confidential?
The specifics that are discussed in coaching meetings are
confidential. The goals and the progress toward the goals
are shared with the supervisor/manager, as are the results
of the 360 feedback report.
6) Does a coaching program consist only of one-on-one
meetings between the coach and the participant?
Our coaching programs consist of many customized elements
that are chosen based on areas of development needed. In addition
to the one-on-one coaching meetings, we might attend meetings
run by the participant, watch a presentation, review relevant
videotape, role-play difficult management situations, take
inventories of skills, and/or provide immediate feedback on
real-time difficulties. Sometimes a program includes meeting
with either an executive's direct report or boss in order
to work through an impasse.
The coaching process is one of crafting goals, adjusting
or enhancing leadership abilities, and then integrating these
into everyday work life. The programs are designed to have
the most impact possible on an employee's continued growth
as a leader.
Have a question that isn't covered here? Please let
us know!
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