Years of coaching experience and work with executives and senior management has given us expertise as trusted advisors, teachers and planners. We can enhance employee effectiveness, increase individual competency and improve "fit" with the company's expectations. Dr. Beck has authored an original coaching model, "Making Intelligent Choices" to help develop productive strategies for realistic change.

Help companies and family businessesidentify, select and improve effectiveness of leaders at all levels. Use interviews, 360° performance feedback, rigorous psychometric tools (such as the Hogan Assessment System Tools, the California Psychological Inventory, the NEO PI-R "Big Five" Assessment, and others) to help determine patterns of behavior, core traits and plan improvements around what one can change, and what one can't. Develop and implement leadership development programs, either for individuals or groups. Design comprehensive succession planning processes and programs to ensure managerial talent for tomorrow. Provide expertise in selection decisions through position analysis, interview training and design, structured interviewing, testing, and assessment center design to ensure optimum fit between the person selected and the organization.

On-Boarding A new manager to the group or organization wants to get off to a good start. Fast-Tracking Rapid promotions or a much bigger job both stretch and challenge the individual. Coaching can help ensure success and rapid growth. Specific Behavior Problems Occasionally drive can turn into dominance; competitiveness into combativeness. Or, sometimes the skills that were appropriate to success in the past aren't the ones needed for the present or future. In these cases coaching can help a manager develop skills for targeted behavior change. Agenda Coaching Sometimes a manager or executive wants a coach to help him or her plan and execute a difficult organizational agenda, such as restructuring, or strategic change, and can benefit from a coach as advisor, teacher and sounding board. Coaching for Development Sometimes a manager needs to develop different skills, competencies, or ways of relating to others in order to be a best fist for the next job.

Partnering with the client to assess mutual compatibility. Gathering data about the client using various feedback instruments in combination with rigorous psychometric tools. Planning the change process with the client. Choose a few strengths to build-on, expand or exploit more fully. Choose a few areas to improve or reframe. Identifying some real work projects to begin and practice the change process plan. Meetings with the client. Culmination of coaching process.