The top 2 requests from Senior Leaders:
1. “Help me to improve my leadership style.”

According to HBR: “Rapid, constant, and disruptive change is now the norm, and what succeeded in the past is no longer a guide to what will succeed in the future. Twenty-first-century managers simply don’t (and can’t!) have all the right answers. To cope with this new reality, companies are moving away from traditional command-and-control practices and toward something very different: a model in which managers give support and guidance rather than instructions, and employees learn how to adapt to constantly changing environments in ways that unleash fresh energy, innovation, and commitment.”

2. “Help me to create deeper trust with my employees.”

According to Gartner: “Gartner research shows that organizations with high levels of trust increase their average employee engagement by 76% over those with low levels of trust.”

Let us be your private support system.

At a certain point, leaders start to rely heavily on their experience. They take inventory of what worked in the past and repeat the approach.
This works for a certain amount of time until a certain deeper level of change is needed that necessitates a new way of thinking.
One of the core areas of success for ShelisaB has been coaching and influencing senior leaders to think, act and lead differently.
This can feel very uncomfortable, especially if that leader has several years of tenure in their organization.
Our success has come from introducing them to the concept of “Mindset Personas” and showing them how to adopt these personas in their role.
establish long-lasting, impactful trust.
We coach leaders through 3 steps that result in establishing deeper trust with their employees. And it starts by assuming you don’t have trust at all.

What are Mindset Personas?

Think of Mindset Personas as identities that leaders can embody, to help them to shift the way they interact with their teams.

There are 4 mindset personas, each with unique and overlapping methods and practices.
Do Mindset Personas Overlap?
Yes.

The highest degree of impact exists when a leader is able to switch seamlessly between the 4 personas.
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Executive Coach For Private Leadership Services in Canada

Executive Coaching For Canadian Businesses & Companies

Much like a therapist, an executive coach is a qualified sounding board that guides you as you find the root of what is holding you back. Your team will participate in a dialogue that’ll encourage them to figure out their own problem areas and get on track to solve them. Rather than giving direct advice on how to improve, executive coaching encourages personal growth and self-discovery across multiple workshops and sessions. Our leadership services and training can help your business grow in all different ways. Feel free to book a business coach now.

Managers aren’t born with all the knowledge needed to create skilled, adaptable teams. Don’t waste your team’s precious time trying to make breakthroughs all on your own. Pick up the phone. Contact an executive coach to uplift your business. What does executive coaching look like? Depending on what your team requires, you can benefit in a multitude of ways, like: Increasing morale and motivation Encouraging personal development and empathy Honing interpersonal and listening skills Improving self-awareness, mindfulness, and self-regulatory behaviors You may have adverse reactions to the idea of bringing someone else in to coach your team. An executive coach is a tool like any other. It’s all about knowing when and where to use one. In the professional world, executive coaches aren't the only type of coach. Many managers are now taking classes to improve their coaching skills so that they can help their staff improve their performance, advance in their careers, and advance into leadership positions. Internal and external coaches are available to provide various levels of assistance. We all know that coaching is an effective development technique that leads to positive changes in one's performance, career, and organisation as a whole. Shelisa Bainbridge works with talent and business development professionals and managers to assist them to enhance their capacity to build internal coaching programmes, learn about coaching practises and skills, and develop successful ways for enhancing coaching abilities.

Coaching requires a close and confidential interaction between the coach and the person being taught, making it one of the most—if not the most—individually customized techniques in talent development. The executive coach meets one-on-one with top managers or executives inside a company (such as a director, vice president, president, or member) to offer help in a secure, structured, and trustworthy setting.

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