“Good leaders evolve, great leaders consciously evolve themselves and their teams toward Personal, Organizational and Social Greatest Good.”
— Dr. Joni Carley
consultant, confidante, coach, vision-keeper & mojo mover with
private, non-profit and public sector decision-makers
Is it time for some reinvention of your work world?
Or are things moving too fast and furious for you to do anything but put out fires?
Just like Olympians use coaches to stay at their winning edges, leadership counsel helps you better account for risks, assets, resources, core values, vision, and potential.
Hiring professional Counsel helps spark, harness and effectively unleash the fire that got you to where you are. Dr. Joni takes a data-based, values-driven approach to making the best of what both the world around you and your inner voice are saying.
- Do you have a nagging gut sense that this isn’t “it”?
- Is your team engaged, growing, and going for excellence? Are you?
- Could you use some fresh strategic thinking?
- How’s the mojo at work?
Studies show you get your highest return on investment in coaching when you engage in it to stay at the leading edge versus coaching to problem-solve. Leadership Counsel is a lot like Olympic coaching in that it’s geared for strong people who understand the value of wise and skilled partnership in career success.
We start with a 7 Level Cultural Assessment to establish a baseline for establishing clear strengths, needs and desired outcomes, identifying blind spots, and tracking progress. Customized leadership counsel helps:
- Increase Profits, Share Prices, and Stakeholder Loyalty
- Yield your highest Returns On Investment of Time, Talent and Money
- Increase Excellence, Efficiency, and Effectiveness
- Attain and Maintain Peak Performance for you and your team by Creating a Culture of Vitality, and Cooperation
- Spark Innovation
- Build Infrastructure to ensure Mission Accomplishment
- Maintain a healthy and dynamic work/life balance
- Take Inspired Actions that move you Beyond Status Quo problem-solving to Legacy Building
Why is Professional Counsel vital For Leaders?
Just like Olympic coaching, professional support gets YOU to The Gold Faster, Better And Easier.
Just like Olympians hire coaches to stay at their competitive edge, executives and business owners hire counsel to stay at their leaderful edges.
Top performers in every field employ skilled professionals to counsel them (Tiger Woods had 5 coaches while he was at the top of his golf career). It’s an especially good time for counsel if:
- you’re in the right place ready to do more
- you’re feeling lonely at the top
- you could use a skilled sounding board and objective advocate for making your best decisions
- it’s time to solve core issues
- you’re considering a change or radical sabbatical to work on what’s next
Olympians Don’t Hire Coaches Because They’re Weak.
Quite the contrary! Olympians hire coaches because good coaching:
- yields high return on investment of time, talent and money
- helps you take clear, effective and dynamic action
- helps clarify and resolve persistent employee issues
- evolves your vision while developing your capacity to realize that vision
- keeps you focused
- helps you attain and sustain excellence in your day-to-day work
- keeps you sharp at your leading edges
Coaching isn’t an expense. It’s a capital investment in:
- stakeholder loyalty
- productivity and effectiveness
- personal and organizational vitality
Leadership counsel helps:
- Develop a Successful Triple Bottom Line in terms of People, Profits, and the Planet
- Move beyond solving problems to realizing and surpassing your vision
- Get the most from your team
- You make your wisest decisions to create optimum results
- Take inspired action
- Contemplate exit strategies and legacy-building
Our methodologies draw from a unique depth and breadth of training and experience in a wide range of sectors.
Return on Investment in Consulting:
Coaching studies show 150% to 689% return on investment
11 Study Summaries:
1. Chartered Management Institute and Campaign for Learning Coaching Studies Results
“Coaching at Work” – Results issued in a press release dated May 16, 2002:
80% of executives say they could benefit from coaching and dismiss the suggestion that coaching is just another fad
96% of managers think coaching should be available to every employee, regardless of seniority
85% of managers say enhancing team morale is the main values of coaching
80% of managers say coaching generates responsibility-taking (i.e. leadership development)
2. Institute and Campaign for Learning Study
supported by Lloyds TSB
33% of respondents had received coaching themselves
80% believe they would benefit from coaching/more coaching in their workplaces
93% believe that coaching should be available to all employees.
Coaching was perceived as great benefit in a range of areas including:
development of task-specific skills
“soft skills” within the working environment
Managers responded that they wanted more support to develop personal effectiveness, emotional intelligence, assertiveness or communication skills.
Conclusion: Coaching supports “hard” and “soft” skill development
3. International Personnel Management Association (IPMA)
Published Jan, 2001
Productivity increases 22% from standard training
Combining coaching with standard training increases productivity 88%
4. Lee Hecht Harrison Survey on Coaching
Lee Hecht Harrison surveyed 488 Human Resource professionals about coaching:
55% of respondents said that their organization uses coaching as a one-on-one process intended to maximize management and leadership potential
54% do so to change behaviors.
5. Manchester Group Study on Coaching ROI
From Jan, 2001
“Executive Coaching yields return on investment of almost 6 times the initial investment in a typical coaching assignment.”
“Companies who have provided coaching to their executives and their teams have realized improvements of over 48% in productivity, quality and organizational strength.”
“Executives who have received coaching have reported improvements of over 60% in working relationships with direct reports and peers, teamwork, job satisfaction and conflict resolution.”
Tangible (hard/yang) Impact on business:
- Productivity: 53%
- Quality: 48%
- Organization Strength: 48%
- Customer Service: 39%
- Reduced Complaints: 34%
- Own Retention: 32%
- Cost Reductions: 23%
- Bottom Line Profitability: 22%
- Top Line Revenue: 14%
- Reduced Turnover: 12%
- Other Business: 7%
Intangible (soft/yin) Impacts on business:
- Improved Relationship (Reports): 77%
- Improved Relationship (Stakeholder): 71%
- Improved Teamwork: 67%
- Improved Relationship (Peers): 63%
- Improved Job Satisfaction: 61%
- Reduced Conflict: 52%
- Increased Organizational Commitment : 44%
- Improved Relationship (Clients): 37%
- Other Intangibles: 31%
6. MetrixGlobal Study: 689% Return on Investment in Coaching
April, 2004, study found:
- 95% of leaders who were coached made positive behavioral changes.
- 58% said they worked better with peers and team members, which seems low in my experience.
- Leaders who were coached also found positive impact on their quality of consulting and on client satisfaction as well as improvement in their promotion and retention rates.
According to the 2004 MetrixGlobal Study, the return on investment in coaching: 689%
Here’s their conclusion:
Coaching has positively impacted the ability of leaders to build competencies and deliver bottom-line value to the business. While all competencies were positively impacted, leadership behavior, building teams and developing staff were especially improved. The data suggest that building these competencies led directly to positive impact on the business.
Teamwork and team member satisfaction were the top business impact areas cited by leaders. Combined, these two areas alone produced over $1.5 M in annualized benefits. Better integrating executive coaching as a centrally managed initiative with other corporate human resources initiatives and development activities could potentially further accelerate building the required competencies.
The very positive ROI for coaching indicates that any further investment in coaching will more than pay for itself. The focus of decision-making regarding the future of coaching should shift from just what the cost of the coaching would be, to focus on the kind of value that coaching can provide to the business.”
The study was done by: ROI and Learning Evaluation, Leadership Coaching and Consulting
MetrixGlobal, LLC www.metrixglobal.net
7. 1000 Ventures Study: Return = 5.7 times the investment in coaching
8. Price Waterhouse Cooper Global Study Findings on Coaching ROI
global study w/ASSOCIATION RESOURCE CENTER INC.– 2008
survey pool – 2,165 coaching clients from 64 countries
- 80% of coaching clients report positive change in work performance, communication skills, interpersonal skills, and relationships
- 82.7% of coaching clients check “very satisfied”
- 96.2% would repeat coaching under same circumstances
Median return of 3.44 times the investment.
9. Sherpa Study: Coaching best for Leadership Development vs. Problem Solving
The Sherpa survey asked coaches, HR professionals and coaching clients to share the ways they saw coaching used. Coaching is becoming a more widely used leadership development tool. Over three years’ time, the use of coaching primarily for leadership development has picked up from 43% to 50%. In the same time frame, coaching to address a specific problem or challenge has dropped from a previous high of 37%, down to 32% in the 2008 survey. The remaining 19% of respondents tell us that executive coaching is most needed by people in transition: promotions, transfers and new hires.
Compared to 2006, about seven percent of coaching has moved from specific problem-solving to general leadership development. In a billion-dollar business, that represents re-allocation of $70 million dollars over 2006.Among those who purchase or use coaching services, 70% feel executive coaching is most appropriate for people who need leadership development.”
10. Sherpa Study: Coaching Pays
“The amount of money spent on coaching is significant, and it’s growing. In increasing numbers, coaches and HR professionals say coaches are engaged for “people who need leadership development.” So, we have a growing industry, a shift toward coaching for every emerging leader, and nobody seems to be tracking return on investment.”
Return on investment in coaching is hard to track. We haven’t yet developed adequate measuring sticks for assessing the full value of devoting resources to leadership coaching. But using the best practices available, Sherpa found a 144% return on investment in coaching.
The Sherpa data on coaching fees suggests a high value on every coaching dollar invested.
11. Vision Quest Consulting Study
Vision Quest Reports that of all clients interviewed:
- 100% felt that coaching enabled them to deal 75% better with challenges
- 88% found coaching increased job satisfaction by 75% or more
- 80% improved ability to stay focused under pressure
- 78% increased productivity by at least 50%
Are we a match?
We’re a match for Executive Counsel services if
- You’re a business owner, executive or head of a civil society organization
- You’re a change-maker who gives forward, seizes challenges, honors your core values, and refuses to live your life or do your work with blinders on
- You’ve got vision, a heightened sense of accountability, and a passion for compassion
- You believe there are 3 bottom lines – people, profits and the planet – because you know that everybody and everything is interdependent with everybody and everything else and you believe you can capitalize on that
- You’re aware that experienced counsel is not an expense, it’s a capital investment