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  1. Recent AssignmentsHigh potential Assistant Vice President of a large financial services organization wanted to enhance their overall leadership effectiveness and executive presence for current and future roles.  Using 360-degree interviews and personal styles assessments, the coach and leader discerned areas to focus their coaching which included building self-confidence and clarity when presenting to CEO and senior leadership team as well as  developing skill in negotiating key acquisitions on behalf of the company.  At the end of the assignment, the clients Executive Vice President said "it is quite remarkable the improvement, they have accelerated to another level (VP) within the six-month engagement."    At the request of the clients leader, we have been engaged for an additional six months. 
     
  2. Newly appointed senior executive in a complex, high profile educational institution wanted coaching to develop a long-term strategy and vision for her team and supporting communciation strategies to make a positive first impression with a variety of stakeholders.  With the support of the coach, the leader made a smooth transition into the role, reduced their learning curve, and has received favourable feedback from her boss, board of governors, the community and her peers in the first year in the new organization.  
     
  3. Leader in large health care sector organization was identified for coaching after completing a leadership workshop and battery of leader assessments.  Key areas identified for coaching included effective delegation, conflict resolution, stress reduction strategies and developing strategic thinking capability.  At the end of the six-month assignment, the client received favourable feedback from her boss and peers.  In addition, the client was awarded a Leadership Award which the client said, was due in part to the coach and the coaching received.  The leader was able to manage conflict and stress more effectively and within a year after the coaching was promoted to an expanded role within the organization.
     
  4. Director wanted to enhance their leaderhip effectiveness and interpersonal/team skills.  Using 360-degree interview and personal styles assessments the coach and leader discerned areas to develop and worked on a plan to make some improvements.  The client was able to build productive relationships with colleagues, their team and received positive feedback from the organization culminating in a promotion to VP within one year. 
     
  5. Senior executive required confidential strategic thinking partner to provide coaching as they led an organization facing a merger.  The coach challenged the leader as they built strategies and actions to lead the company through rapid change.  During a very stressful period the client successfully led the organization through a realignment of the company and ultimate merger. 
     
  6. Our client wanted to provide 100 of its' leaders with 360-degree feedback to increase awareness of their personal style, strengths and needs.  The outcome of this work provided the leaders with objective and perceptive assessment of their strengths, potential and areas for development. In addition, it supported the organization's strategy of building a pipeline of  talent consistent with its succession requirements and future direction.  The structured assessment process provided the individual and the organization with feedback to assist in self-discovery and development of strategies and actions that has led to improved performance and productivity from an individual and team perspective. 
     
  7. Our client is a high profile organization within the financial services community.  With a talent strategy to promote from within, they identified a high potential emerging leader to take on an executive role within the organization.  The purpose of the coaching assignment was to provide a 100-day coaching plan to assist the leader transition to the executive role.  The client needed to develop a vision and strategy for their team and supporting communication strategies.  Other areas of focus for the coaching included developing executive presence.  At the end of the six month assignment, the leader made a smooth transition and their learning curve was reduced.  The coaching feedback was rated excellent and the client indicated that she "achieved important professional business and personal outcomes and said her coach was enthusiastic, skilled, provided tangible tools, tactful feedback and support. She was terrific." We have maintained contact with a twelve and eighteen month check in and the client has since taken on an expanded role. 
  8. We work with many leaders who require different types of leadership presence support and bring in experts in image and wardrobe   consulting and platform presentation skills support to round our clients overall executive presence. 
 
    Evolution Centre for Leadership
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