Some leaders are born - seeming to naturally step into the space of effective leadership. Other leaders are formed over time through experiences, mentorship, and support. No leader has all the answers and even the strongest leaders will, at some point, turn to advisors, mentors, confidantes, or a coach to support them in some capacity.

Coaching leaders is all about supporting them in finding how their own voice, vision, values, experiences, and knowledge can be used to most effectively inspire others to do great things.

Our approach in coaching leaders can be valuable in any of these situations:

The idea that the person at the top of an organization has fully arrived as a leader and no longer can benefit from the support of a coach is a fallacy. It truly is lonely at the top and from that space there are often fewer people for the leader to turn to for input or to just talk through ideas. For the new Executive the transition into being less hands on and embracing a different role can be a challenge. Coaches can help the top Executive navigate the waters of a new role in the organization. Or a coach can be a valued resource for exploring new spaces and specific challenges as they arise.

The D2 Alchemy advantage is a coach who has been an Executive, sat in the C-Suite, and understands the unique perspectives that must come into play when making operational, strategic, or philosophical decisions that can impact people, position and bottom line. Being very clear in the role of coach that the relationship is not one of advisor or consultant but rather one of an experienced Executive who can bring that perspective and experience into the dynamic of coaching other Executives.

Moving from one layer of leadership to another can often be full of hidden pitfalls and challenges. This is particularly magnified for someone who is promoted from within and suddenly finds relationship that were peer to peer in nature transitioned into relationships of employer and employee. These are tricky waters and the first year will establish patterns of leadership behavior that will carry forward. Coaching can support the individual through this transition and save both the individual and the organization

In spite of best intentions and highest of hopes some individuals step into their first leadership roles and struggle to find a rhythm and style that works. Some even find that their best efforts can be unintentionally destructive. After years of investing in someone as a leader the organization is suddenly faced with the possibility that an individual may no longer be an ideal member of their leadership team. In many cases a strong coach can help the distressed leader look into the mirror and see how their own behaviors and patterns are negatively impacting their ability to lead. As a neutral outside resource the coach may be able to provide introspection and insights that the employer cannot due to the tension and stress associated with the poor performance and risks to their job status.

An unfortunate reality is that success and high performance in a defined "contributor" role does not necessarily translate into success as a leader. Simply promoting someone who is a strong contributing worker into leadership without providing some training, mentorship, support, or coaching is often a formula for a frustrated leader, decreased organizational performance, and unhappy employees. In many cases the very behaviors and qualities that made them successful in their work may become a hinderance in leadership.

An important first step for new leaders is defining and adopting a style, vision, and approach to leadership that fits within their personal values and results in success for the organization. Coaching can provide new leaders with the support that they need in their first weeks, months, and year in a new role. Coaching has often been used as a supportive function that is not extended to lower, middle, or newly placed management. However, for a minimal invest early in a leader's career, an organization can find accelerated performance and diminished struggles for the leader, the teams they lead and the organization as a whole.

Contact Dave for a complimentary initial phone consultation to determine if our approach to coaching might be supportive of your specific situation.