A new chief executive was appointed, as evidence of a fundamental shift in the future direction of the organization. As a result, individuals from both within and outside the organization were selected to assume several key leadership positions. The chief executive asked Becky to work with four individuals to support them in their new roles, cognizant of the enormous responsibility involved in leading the organization through the operational and cultural changes that lay ahead. A comprehensive executive assessment resulted in targeted objectives for each individual, and Becky’s on-going coaching provided a critical resource that was instrumental in their success. For each executive, the process allowed them to reach new levels of leadership ability, surpassing their own and the chief executive’s expectations.
A talented young manager was promoted, and with the promotion came significantly more management responsibility than she had in her previous role. She faced new demands, created in part by an increase in the number of staff in her department, and multiple and shifting business priorities. Her manager recognized her value and potential contribution, and asked Becky to work with her to ensure her success. A thorough assessment and goal-setting process allowed her to focus on acquiring the specific skills and competencies needed to meet the challenges she faced. Through the coaching process, she not only successfully met those challenges, she also led her department to new levels of productivity and efficiency.
A senior vice president of a large company had
a career decision to make. He was 54 years old, and had enjoyed
a successful career as part of the executive leadership team for a
Fortune 500 company. He had worked hard, to the exclusion of other
areas of his life, and the coming years with the company were not going
to be any less demanding. He was financially secure. The company was
at a turning point, and for this executive, it was time to make an
important decision – would he stay with the company, look at
other career options, or retire? The company wanted to provide support
and assistance for him in making the right decision, and Becky was
asked to assist him. The coaching process was multi-faceted, and involved
looking at all of the dimensions that would have an impact on his ultimate
decision. In the end, he was able to see clearly the
direction he needed to take, which allowed him to move forward with
energy and vision and a sense of purpose. This in turn allowed the
company to move ahead with plans that were contingent on his decision,
and to support him in a positive and meaningful way.
A senior vice president recognized the need for an individual professional development experience for the individuals in his department, which was comprised of very competent professionals who took their careers seriously. Knowing this, and wanting to sustain their level of interest and commitment, he asked Becky to design a process that would assist them in identifying and understanding their strengths and development needs, as they related both to their effectiveness in their current role and their personal career goals. The process involved assessment, feedback and coaching for all individuals, from administrative to vice president positions, and resulted in an individual action plan to achieve those goals. As a result, several individuals assumed new roles within the department which allowed them to grow and build on their strengths and to contribute to the department in new ways. In addition, a carefully designed and facilitated team session allowed individuals to enhance their understanding and appreciation of each other and to build stronger working relationships.
“It was Becky’s great
work that led to some serious, significant improvements
within our whole organ-ization. I’m a Becky
Kantz fan. She’s
been a real player for us.”
Senior Vice President