Copyright 2007, Meyer Leadership Group
All rights reserved.




    A VP at a large, innovative company, an industry leader, was
    struggling with concerns related to organizational changes and
    relationship management and decided to find an executive coach.  He was
    a recognized expert in his specialty nationally and had been brought in to take
    care of some serious compliance problems at which he was highly successful.  
    More recently, his scope of responsibilities had been downsized, leaving him
    doubting himself and uncertain about his future at what was, in many ways,
    an ideal work environment for him.  He selected Dr. Meyer after seeing his
    professional profile and having an initial interview.  

    Ultimately, the coaching went through two phases.  The initial contract
    called for 360-degree interviews with his supervisor, key business partners,
    and some direct reports followed by one-hour executive coaching sessions
    held semi-monthly for six months.  The data revealed that he was generally
    well-liked and respected for his competence in his field, and the most
    predominant issue related to people skills with some respondents citing
    deteriorating relationships with certain key players.  

    Phase I of our coaching focused on his role at the company,
    understanding work dynamics, leadership effectiveness,
    communication and relationships, especially friction with a difficult
    boss.  These continued for seven months at 2 to 2½ hours per session, more
    than twice the time called for in the original contract.  Dr. Meyer served as an
    objective feedback provider, a strategic thought partner and reflector of frames
    of reference and behavioral dynamics.  He also conducted a follow-up
    “feedforward” survey with interviewees one year after coaching began.  The
    VP’s peers revealed both ongoing areas for development and the following
    positive changes:

  • Movement from resisting organizational restructuring to
    embracing it and leading team

    “I have noticed in the past year that he has been more flexible in accepting
    organizational changes and leading changes which resulted in a radically
    different focus of responsibility for himself. . . he effectively led his
    organization to accept the new organization.”

  • Improved relationships

    “I have noticed improvement in his attitude toward me.”  “I also feel he
    respects me much more than in the past, seeing me more as a colleague
    than an adversary.”  “He clearly cares about others and extends himself to
    make others comfortable.”  He has become “very easy to work with” and his
    relationship with his peer group is “warm and healthy.”

  • More open communication

    He “has made an effort to share more information about what is going on in
    the division.”  He “has been more open with me,” “listens and follows up well.”

  • Movement from feeling threatened and uncertain to
    assertive, confident leadership

    “Early in the year, he “worried too much about his boss.  He exhibited some
    "victim's" behaviors.  The insecurity caused him to be ineffective.”  Now he is
    “a different person who is in charge of his own future.  This change of
    mindset was very visible.  He is fearless again.  When he is fearless, he
    performs extremely well.”

    After an interval of six months we began Phase II of our coaching relationship
    during which the focus shifted toward the transition process and life
    planning.  He had reflected upon the insights gained through Phase I and
    wanted to generate a roadmap for moving forward.  Coaching sessions
    expanded to 3 hours at the client’s request and continued for 3 months with a
    follow-up session 6 months later.  Dr. Meyer assumed the additional roles of
    guide and process facilitator.  

    Overall outcomes for the client included:

  • Expanded self-awareness fed directly into greater work
    effectiveness

    “I was better able to get in touch with the fundamentals of who I am . . .
    what my hot buttons are and who I am once you peel away all my layers -
    what were my core values and desires… and then be able to use those
    insights to achieve my goals - to use those discoveries about who I am at
    the core and translate them to my work environment.”

  • Significantly better understanding of issues and the
    personal–professional interface

    “Bruce’s style is one of getting a deep understanding of the issue that is
    important to work on - peeling away why that issue is important and how
    we can use that discovery as a learning experience which would
    significantly improve my life at work.”

  • Accentuated strengths and changed behavior to improve
    performance

    “I was better able to understand how I could accentuate my good behavior
    or strengths and tone down my behavior that was giving me problems. And
    I was able to apply these strengths to my profession.”

      

(415) 383-8833
Executive and Personal Coaching Case Study