Coaching

Leadership coaching is a highly effective way for leaders, at any level of an organization, to improve self-awareness, phase out old habits, identify growth opportunities, and improve team dynamics. Most importantly, coaching provides a confidential space for individuals to process work-related topics and discover ways to leverage their strengths to advance their personal and professional goals.

Reese’s specialty is working with #2’s (AVP’s, Deputy Directors, etc.) and Middle-Managers who want lead authentically while managing employees and their supervisor’s expectations, being responsive to stakeholders in the face of crises and controversy, and, implementing large-scale projects, committees, and/or working groups.

The #2 and Middle-Management roles in organizations are the toughest positions to hold and the least likely to receive consistent, impartial leadership development and support.

In his coaching, Reese focuses on Inclusive Leadership and draws on the frameworks of social justice, emotional intelligence, mindfulness, appreciative inquiry, and transformational leadership to serve as a guide, sounding board, and thought-partner for his clients.

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Typically, clients commit to a series of biweekly hour-long coaching sessions over a sustained period (e.g. 4 months, 6 months, 10 months) in order to set and work towards personal and professional goals. Clients can also request one or two “thinking partner” sessions to work through specific and time-sensitive issues, if they do not want to make a longer-term commitment.

Coming into coaching, you may consider focusing one or more of the following goals, or on something else entirely:

• Be more authentically you in your leadership role.
• Foster a culture of psychological safety, well-being, and open feedback among your team.
• “Manage up” more effectively – manage your relationship with your supervisor.
• Better recruit and retain diverse talent.
• Navigate the dynamics of a recent leadership change or political work environment.
• Launch an inter- or cross-departmental justice, equity, diversity, and inclusion committee.
• Build your skills and capacity for having hard conversations with staff members.
• Address and respond to critical feedback from a supervisor, 360, or performance improvement plan.