Recommended Reading
Favorite Books for Leaders
- The Five Dysfunctions of a Team; Patrick Lencioni
- The Four Agreements; Don Miguel Ruiz
- Servant Leadership; Robert K Greenleaf
- Integrity: The Courage to Meet the Demands of Reality; Henry Cloud
Phone: +1-253-310-1068
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"Listen to yourself first and last"
Puma Fredy Quispe Singona,
Andean Teacher & Healer
No person has all the answers and no one gets it right all the time. Yet, we all have within us the capacity to tap into all of the information and answers that we need in any situation. Coaching is about supporting you in tapping into this inner power.
It is natural that we tend to put more weight into our own ideas and solutions. We are more likely to follow through on an action or idea that originates from one's self. So what happens when we are at a loss for the right answers and none of the advice that is so frequently abundant from others rings true? Or those times when we feel the answers are "right there" but we lack the confidence to take action on them? This is where a coach can help.
Our approach to coaching is NOT about giving advice, teaching, or counseling. It is about supporting individuals in finding their own solutions that fit into their own personal style, values, and beliefs. Sharing of knowledge and information may at times come into play but only when relevant facts are not fully known or understood. It is our philosophy that the coach merely supports the client in finding their own answers and solutions which the client can then be 100% and fully invested in pursuing.
Not every situation in life is supported through coaching. Sometimes an approach of mentoring or counseling is going to be more appropriate. Our goal is always to support individuals in their personal transformation journey and to see individuals reach their highest potential. To learn more about coaching and whether a coaching approach might be of value to you in your situation, contact D2 Alchemy for a complimentary initial consultation. If we are unable to support you and your situation we will make every effort to appropriately refer you to other resources.
The first step in any coaching relationship is establishing a mutual understanding of the goals. This first step depends heavily upon personal insight into what it is about self that is not working well or not supporting personal goals. The Harrison Assessment creates a mirror of insight and can help the client see the fertile ground for the coaching relationship. Our experience at D2 Alchemy has been that the coaching process is accelerated by 2-4 sessions when the Harrison Assessment is used as the first step in the coaching engagement. Then throughout the coaching relationship the mirror of the Harrison Assessment continues to be the foundation for understanding how behavioral choices and changing those choices can impact one's success at work or in life.
When there is a behavioral pattern within a group that pattern can start to reveal some things about the culture of that group. Within the leadership team it can tell the story of the culture of leadership within that team or organization. When the Harrison Assessment is administered to a group of leaders within an intact team it is possible to take the information beyond the individual results and build a behavioral profile for the team. Those spaces where common behavioral preferences dominate may signal space of risk for the team. For example - what if everyone on the team is highly risk averse but they are working on a project that is both time sensitive and holds elements of risk? A team with a diverse profile on risking behaviors would have individuals who would continue to push those who are risk averse. And a team with a high risking profile might have a tendency to get a little careless. Counter to that the team with a low risking profile would be prone to miss opportunities due to taking too long to move on an idea. Teams need balance and diversity in key behavioral areas and using the Harrison Assessment with an intact team can provide a reliable snapshot of where your organization may be struggling and how some focus on shifting behaviors as both individuals and a team might strengthen the team and organization as a whole.
Similar to using it as a tool for culture, the Harrison Assessment can be used to build strong teams. Whether it is a team of 2, 3, or more individuals there is power in those on that team having a transparent sharing of their individual Harrison results with all others on their team. By understanding the behavioral preferences of teammates they are able to see how to leverage individual preferences in ways that will strengthen the group.
Behavioral preferences play a significant role in how engaged individuals are in their job and within their organization. Understanding behavioral preferences of employees is powerful for the leader who wants to build highly engaged teams with high rates of retention. For example if someone has a high preference for being motivated by causes more than by money then it becomes important for their leader to be certain that they spend some time always linking what is being asked of that person to the cause that is important to them. There is a specific report and section of the Harrison Assessment that looks specifically at factors that impact engagement and retention.
The most frustrating part of knowing that it is time for a career change can be not knowing what you want to do next. What if you could find a job or career that leverages your behavioral preferences? In other words - a job where you optimize the time you spend doing the things you enjoy the most and minimize the amount of time you have to spend doing the things you like the least. The Harrison Assessment can help with this transition. One of the reports that is available within the Assessment looks at your profile of behavioral preferences and then compares that to over 6,000 jobs. It looks specifically for those jobs where individuals who are highly successful in that role has a behavioral preference profile that closely matches yours. The result is a score that predicts how much you would likely enjoy that job or career. You get to see a job enjoyment score for all 6,000+ jobs. Then once a career of interest is selected you can drill even more closely into that role to see where your strengths and weaknesses are for that job and where you might need some shifts in behaviors to be a top performer in the role. Many people have been surprised to find that there are jobs beyond their imagination that match their passions in ways they never imagined.