The changing workplace no longer needs managers and supervisors, who primarily operate in a command and control mode as in times past. Technology does much of that. The needs of today and tomorrow are for leaders who can motivate and inspire performance, not direct and command it. Leaders are empowered by those they lead, while managers are empowered by those they serve.

Managers essentially operate in the realm of "have to," while leaders operate in the realm of "want to." In the changing workplace where employment relationships are short-term or temporary, management can no longer intimidate employees as in the past. In the old workworld, in order to protect that precious commodity called job security, people accepted assignments, transfers or other job-related issues often not to their liking. In the new workworld, employees know that there is no job security other than maintaining their own market value. They know that attitude and skills keep them employable.

Today we must change the locus of control from the outer to the inner. People become quality producers when their motive for action comes from within themselves. True leaders understand that meaningful work, recognition for good performance and opportunities to advance are genuine motivating forces coupled with the latitude to do work from an individual perspective.

Leadership is more complex than managership because the leader not only has to have skill in the intellectual realm of the manager; he or she must have skill in dealing with the emotions of those they lead. They must become committed to those they lead. They must invest themselves in their charges’ success, because they require the commitment of others.
The Leadership Coaching process has been developed to serve the needs of a CEO or General Manager not only to develop good leadership skills through a one-on-one coaching relationship, but also to acquire the coaching skills needed to coach his or her own people to become effective leaders.

The components are:
  • Career Review and Assessment—Working under the direction of a licensed psychologist, the client obtains information about three domains, interest, skill and personal style.
  • 360° Feedback Option—Perceptual information is obtained from superiors, peers and subordinates, in complete confidence, and shared with the client.
  • Coaching for Results—Incorporates a series of conversations, each with a specific objective that is reinforced by requests of the coach for the client to take certain actions to obtain a specified area of knowledge or understanding.
  • Becoming an Effective Leadership Coach—Guides the clients through the acquisition of coaching skills that allow him or her to coach a staff or a team in order to create a family of coaches that share an interdevelopmental relationship.