Executives often consult professional coaches with expertise in providing objective solutions to specific challenges they face. It is the executive coach's responsibility to assist each executive by providing sound advice and solutions.

The coaches at CS use assessments offered by TTI and Maximum Potential increase communication with their executive clients to help them better understand their own behaviors, motivators and personal skills.

This renewed awareness can dramatically increase the executive's overall effectiveness within the organization.

We also have experience in Conflict Resolution situations. Many people experience distress in their life from conflict. Conflict falls into three categories: internal, inter-personal and professional. Any type of conflict can cause an energy drain for an individual. In order to re-energize after dealing with a conflict or stressful situation, different activities will be successful depending upon the behavioral style of the person. As time pressures increase and the rate of change continues to escalate, the ability of human beings to continually reenergize will be a critical skill for survival.

Our consultants utilize the TTI assessment system, which is a significant first step in helping people understand their behavioral style and identify when and how to reenergize themselves to face life's challenges.

We utilize our experience and in-depth knowledge of proven assessment instruments and technology to fully understand our client’s needs. Our professional staff is flexible and open to working in accordance to your specific needs and requirements.

The following is a partial list of Clients who have utilized CS Performance Group for their Talent Management needs:

Basler Electric

Peabody Energy

LaBarge Pipe and Steel Company

St. Anthony ’s Medical Center

Nestle` Purina Pet Care

Thomason Hospital

MEMC Electronics

Ball Corporation

U.S. District Court

SAMPLE OF RECENT COACHING AND CONSULTING ASSIGNMENTS:

• Client was the highest compensated female executive in a global high-tech manufacturing organization and was struggling in her communications with her peers and co-workers. CS was able to identify “key” steps in improving her communications skills through an assessment process and then provide both audio and a written workbook focused on those targeted developmental areas and competencies. Her enhanced communications skills were noticed by all who interfaced closely with her and she was promoted to a new role out of the geographic area within one year of the assignment. Management indicated that her turnaround was significant for the organization and helped better prepare her for the new role in the organization.

• Client was VP Sales & Marketing for large privately held manufacturer and was struggling in the role. CS's intervention at the request of the VP of Human Resources included introducing him to an assessment system that identified “key” competencies that he was not fully utilizing and through the coaching process identified a new role better suited for him within the organization. This process also identified the ideal internal candidate who assumed the VP of Sales role in the organization. As a result, the CEO was able to increase productivity in both functional areas and all participants were extremely pleased with the intervention. This VP Sales also happened to be the son of the CEO, which made this project very important to achieving the long-term objectives of this privately held organization.

• Client was the Director of Operations at a major healthcare organization and was having management/behavioral issues in relating to his staff, peers and management. Through our successful coaching approach, he was able to identify potential weaknesses in his style and make dramatic improvements in his communications. His communications and leadership skills were greatly enhanced, especially with staff members who were not as assertive as he was.

• Client was the new incoming President/CEO of a large non-profit hospital. The client was new to the CEO role and also was not from the geographic area. He quickly realized he would be facing potential cultural and management style challenges in his new role. CS was able to successfully identify potential developmental target areas to focus on to communicate more effectively and lead his (9) new direct reports to accept many changes in the organization. He was presented ways to effectively manage differences in styles and cultural issues. As a result, this Client has made significant contributions to the organization and has been instrumental in leading his team through numerous positive changes throughout the organization.

 

For more information, please feel free to contact us in confidence:

success@cs-cpi.com