Fast-track coaching – a strategic career focus
ONE TIME FEE
A personalized and actionable career plan to give you competitive advantage in the market.
Four coaching sessions using video or teleconference calling. This gives you and your coach an opportunity to power-connect and move your career quickly to the next level.
Social Media review / feedback. We live in the day of social media – you cannot avoid it. If you don’t have a Linkedin, Twitter, or Facebook account you are probably being left behind. Even if you do have those accounts you will be surprised to learn that the message you might be sending isn’t the message you want to send. We’ll use our executive and recruiting perspective to give you specific ideas on how to change your presence so you present the message you really intend. If you have a personal website, we’ll also look at that and provide ideas on how you can make your personal brand stronger.
Unlimited Resume critiques. Your resume and cover letter approaches are the two most important foundational tools you have. Whether looking for a job or preparing your personal career growth to the next position, you want to invest in these two documents frequently in order to keep the valuable contributions you’ve made relevant. Our coaches have hired many people in their career. We work with you to get your resume and cover letter in shape. These two documents will be the springboard for many other things you’ll want to do, such as develop a strong elevator pitch so you are ready at all times to tell people who you are and the value you bring.
Six months coach.me personal forum access. Aside from the video or teleconference calls you make with your coach, you can have unlimited dialogue in your personal coach.me discussion forum. In fact, the forum will be the place where you will exchange iterative ideas on your resume, cover letter, social media, and web presence.
1-1 Coaching in your own private interactive forum
Private discussion forum for you and your coach with guaranteed 48 hour response to questions.
Why Coach.Me 1-1?
You have access to a personal coach. Most coaches charge anywhere from $120 – $400 an hour. We don’t think that price works for most emerging leaders who are in the throws of a number of tactical leadership problems and are also early in their career. We’ve created a way to scale by using technology that efficiently uses the coach’s time and gives you full access to advice, ideas, or sometimes just a sounding board.
Confidentiality agreements allow you to ask business specific questions and get business specific answers. Your coach responds to you within 48 hours in a post that may include audio, video, or text. You are able to make up to 4 primary post threads each month*.
Why use coach.me 1-1? Have a big meeting coming up and you need to make a great presentation? Dealing with a difficult employee? Your boss doesn’t seem to be happy with you? Your peers are not responding to your requests? Your team seems to not rally behind the work you assign? Having trouble delegating? All of these problems, and many more, can be quickly discussed in a simple post and respond method where your coach taps into his or her experience to help you overcome problems and make you an in-demand leader.
* A post thread is a topic to be discussed. Responses within a thread do not count against the monthly limit. Interaction beyond the 4 standard posts threads each month are available as negotiated between you and your coach.
** 1-1 meetings or calls are available between you and your coach, additional fees may apply.
12 skills for leaders who want to get ahead
ONE TIME FEE
Lifetime access to this self-paced course – leadership material you will use right away.
Success as an individual contributor comes through sheer hard work and individual effort. But, a leader success is completely dependent on the talents, loyalty, and commitment of their team. New leaders are usually tossed into their assignment without any training. A pep talk – sure. A list of expectations – maybe. But no real training on vital principles of being a successful people leader. That’s why we offer this course as the first in our series of basic people leadership skills. Here’s what you’ll get:
- How to develop yourself
- How to assess your leadership
- Why leaders take the arrows
- Tricks to fixing mistakes quickly
- The challenge of leading peers
- Developing your weaknesses
- Teaching the why
- Work with what you have
- How to empower
- How to delegate
- Studying leadership
- Positive power
Quick.Start is a coaching course that happens all on our website through our learning management tools. You can move from topic to topic or take the course in its established sequence.
This is a great course to have your entire team take in a series of brownbags or webinars. Contact us for special team pricing and custom training.
Why a Coach?
Who is the Coach
More about the process you will go through if you choose the career.coach program
Our unique on-boarding process is designed to help you dig deep into who you are and what you want to achieve. At the same time we get to understand you deeply and begin to formulate a plan to help. Once you sign up for career.coach the following occurs:
- Survey: You will receive a detailed questionnaire to help us learn more about you and understand your focus and objectives. You fill out our goal’s review form where you will be asked to state your goals for 5, 10, 15, and 20 years in six categories (Financial, Career, Personal, Family, Volunteer Service, and Education).
- What Color is Your Parachute: You will receive this amazing book within 5 days. This book will be important to you and us as we use components of it to help orient and guide you through your career development plan.
- Resume: You will send us your most detailed resume.
- Accomplishments: Resumes do not always include every detail we want to know, so we will also ask you to fill out a form detailing a list of accomplishments.
- Social Media: You will provide us links to all of your social media and websites.
As soon as you submit some of your pre-work we start getting busy analyzing the information you provided. Our analysis will prepare us to work with you to create a plan of action. What are we looking for?
- Survey: Your on-boarding survey zeroes us right in on your interests.
- Goals: We take a hard look at your goals and structure initial ideas on what it’s going to take to get you there.
- Resume: We will break down your resume and develop a critical assessment with specific changes, enhancements, additional content that will help you sell yourself in the right circles.
- Accomplishments: We look at accomplishments from your past to help us begin to frame additional thoughts on capabilities and interests.
- Social Media: We breakdown your social media presence looking for consistencies in your messaging and your goals. We recognize each form of social media has a specific purpose, and so we analyze your content with that in mind. We prepare recommendations for how to get your social media presence to the level that is consistent with your goals and objectives.
Once all of your pre-work and our pre-work is done we send you a message to schedule time with the coach. You will have 4 meetings with your coach over a 6-month timeframe.
- Meeting 1: We go over your personal content (resume, goals, accomplishments, and social media presence) and the coach makes a series of recommendations to you. Following your first meeting you will receive access to a private forum where you and your coach will continue to exchange ideas.
- Meeting 2: After you make the recommended changes to your content, you meet again with the coach. This time the focus is on immediate actions you can put in place to help you get to your outlined goals (short and long-term).
- Meeting 3: After you have worked through the leaf exercise in What Color is Your Parachute, you schedule another meeting with your coach to review the results and adjust plans where needed. Following meeting 3 you will receive a long-term development plan that you can continue to update in the future.
- Meeting 4: We go over your long-term development plan and talk with you about key milestones, dates, and how to take detailed and specific action to move to the next level of your plan. We also coach you on finding mentors. You will want more than one mentor, and the best mentors for you are going to be directly related to the goals you have. We help you understand who you should be approaching and how you should approach them. We also provide you guidance on how to get the most out of those future mentoring relationships. In some cases you may want your coach to be one of your long-term mentors and where that applies, we help facilitate that as part of a subscription to our Coach.Me 1-1 program.
Executing and adjusting and then executing again is a cycle you will go through for your entire career. During the 6-months you will discuss execution in every meeting. You will also spend time in your private forum on execution topics and glean from them some of the opportunities surfacing that you did not originally expect. Our planning and execution process usually surfaces ideas that you would never have considered. And, as you execute, you will see new areas that require more planning on your part. However, plans are only good if they are worked, adjusted, and worked some more. Your coach will help you stick to that process.
Why You Need a Coach
According to Ken Perlman of Kotter International, an important part of developing strong leadership skills comes from a close association with strong mentors who help show the way to lead. Younger professionals or junior executives can especially gain value from a mentor who can help you focus on your goals. A good mentor provides seasoned perspective and relevant advice uniquely adapted to your situation.
One of the most valuable mentoring experiences I had was when a very senior officer pulled me aside and told me to carefully plan where I wanted to be in 20 years and then plot the steps it takes to get there. The first step in that process was to observe the careers of those who had achieved what I was after and then apply their model to my plan.
There is a second type of mentoring, which is called accountability partnership – it is more like peer-to-peer mentoring. An Inc. Magazine article explains the concept nicely. This second type of mentoring uses peer pressure to leverage self-improvement.
Another article from Inc. Magazine describes 3 critical steps for attracting the right mentor and then receiving value from that mentor.
Mentor Yourself First
20% more likely to get a raise
5 times more often promoted
Why such a difference? Two reasons. First, being mentored gives you access to wise counsel and information to help you strategically identify opportunities and position yourself to be invited into those opportunities. The difference is you go from asking to be promoted to being invited into the promotion. The second is people that authentically mentor you are also interested in your success and they find ways to open doors and promote you. It’s like having an advocate in the boardroom.
Mentoring is one of the many excellent tools for accelerating self-discovery. An article in Fast Company’s online magazine explains the importance of presenting the real you to your mentor. When that happens, the mentor sees the strengths and the weaknesses and now has some valuable content to work with to coach you. If you withhold and are not transparent you will give your mentor an imposter not an authentic mentee.
Use your mentor’s valuable time to help you leverage strengths and improve weaknesses. The authentic transparent approach will give you a true professional look in the mirror.
Problems range in complexity. There is plenty of formal training on leadership available, but some of the thorny questions are better answered in private 1-1 type of settings with someone who knows you and someone who can provide reflective insight into a problem you are dealing with.
For example, some leaders wrestle with making decisions in the face of a culture that encourages high degrees of collaboration. They confuse collaboration with the responsibility of the leader to make clear and concise decisions. This is a perfect problem to discuss with a seasoned mentor.
Even the most accomplished leaders seek mentors to help solve thorny problems. Stanford’s eCorner shared part of a talk given by Paul Yock who is a professor in the school of medicine at Stanford and a prominent cardiovascular researcher and inventor. This video segment is entitled “Mentoring Changed My Life.”
He sought the peer-mentoring help of three other leaders to help solve the problem of visualizing inside the blood vessel during surgery.
Introducing the Coach
Gordon Whitehead specializes in leadership and organizational development with a particular interest in helping emerging leaders accelerate their leadership growth.
His career includes 13 years in the United States Marine Corps where he served both as an enlisted man and as an officer. He left the marines as a Captain to join the Nike team where he held several positions with international responsibilities, including the Director of IT for the Americas Region. Other professional positions include: Director of IT for Sequent Computers, Vice President for FB&B Consulting Group, and Vice President of IT Operations for CorVel Corporation. Gordon has been a head varsity basketball coach and an assistant varsity football coach for championship teams in Oregon. He received his Bachelor of Arts degree from Oregon State University in Business with concentrations in business administration and finance with a minor in Japanese. He holds a Doctor of Management degree from George Fox University and is an adjunct professor at Utah Valley University and Brigham Young University. Gordon is a published author on various leadership topics. He founded Leaders247 to advance the art of leadership by teaching, mentoring, and coaching leaders and organizations to higher performance by unlocking the capacity of their people. Gordon is married to Diane Whitehead and together they have eight children and seven grandchildren.