Dynamic change. Measurable change. Tangible outcomes. The coaching experience I provide is designed to provide more than just temporary clarity. It is designed to help you use that clarity, along with the tools I give you, as a framework that you can apply to your personal and professional life.

Recently, I had an amazing opportunity to work with a physician who initially engaged my services because she was feeling several real-world constraints in most aspects of her life. At work, she was experiencing a period of high turnover within her organization and felt unsatisfied in her leadership role as defined.   At both work and home, she had limited free time and felt overwhelmed. We all have these seasonal phases in life where we feel the walls are closing in from every direction, and in every room we go to. This was my client, whom, for the purpose of this transformation story, we will call Dr. Jane.

After my initial exploratory call with Dr. Jane and taking the time to digest her situation and what the underlying need was, I recommended that a four-month-long engagement was the minimum amount of time needed to make significant strides for her transformation. Again, my goal was to provide her with the tools she needed to initiate and expect change. As part of Dr.Jane’s customized plan, we did 3 things:

(1) a 360-degree assessment;
(2) a Genos emotional intelligence assessment;
(3) Identify areas of opportunity at her job.

Each area of focus has a specific purpose.

In between each session, there were exercises designed to create a series of small wins and new habits. Within a couple of weeks, she noticed changes. Some of these exercises focused on increasing emotional intelligence, seeking continuous feedback, and learning to be direct in communicating her transformation goals to others. As with many leaders, Dr. Jane was very goal-oriented and worked extremely hard to achieve them. Good leaders know how to achieve goals, focus on the people behind them, and share the success.

With each successive session I had with Dr. Jane, we went through my cycle of success model to:

(1) Find out what you did since the last time we met
(2) How was it received, or did you accomplish it
(3) Determine the next set of actionable/tangible tasks for the next session.

There are several frameworks that have similar feedback loops. The key with my coaching (and the coaching concept in general) is the guiding versus consulting aspects. This was a key point that I repeated to Dr. Jane throughout our journey. She needed to understand that, as her executive coach, there would always be more guiding than consulting. This was part of giving her the tools needed to create long-term results.

The results? Simply and positively transformative. Dr. Jane received a 10% out-of-band performance raise. Her employee retention and satisfaction rates/scores increased from the previous quarter. She had more confidence in her role by better leveraging her strengths and those of her coworkers. Outside of work, Dr. Jane was able to find the time to learn the piano and exercise enough to exceed her weight loss goal of 10 pounds! By no means were all of these changes overnight. It took time. Dr. Jane needed to invest herself and time into the process. We worked together so that she could see herself on the other side of this, even before we began. It is possible. The better you can be. I would love to be your trusted executive coach who will help make that happen for you, just as I did with Dr. Jane.

Written by Rachel Miller, MD
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