I. Leadership Development Coaching

Leadership coaching is a process. But, I don’t start by focusing on the process. I begin with “the end in mind” for the client. That “end” could be a repertoire of new behaviors, new skills, or a more effective way to think. Here’s what many of my clients aim for:

• Being an effective strategic thinker
• Demonstrating proper emotional intelligence
• Maintaining focus on top priorities and the things that matter most
• Projecting a compelling “leadership presence”
• Discerning when to be authoritative, when to be a coach, or when to be a pacesetter
• Cultivating a global mindset
• Charting a meaningful career path
• Becoming more personally proficient by cultivating one’s physical, intellectual, and spiritual life
• Grooming talent within the company
• Developing additional circles of effectiveness around an introverted core
• Inspiring a dull and lethargic team
• Contributing shortly after assuming a new job (onboarding coaching)

To gain better clarity on any of the challenges, I often seek comprehensive feedback via a 360 degree survey. 360’s furnish anonymous feedback from a collection of co-workers, managers, and others who know you well. The 360 report can serve as an excellent platform for subsequent coaching sessions. Keystone has access to several instruments, depending on the need.

Once the goals are established for the coaching engagement between the client, his/her manager, and the coach, a series of bi-weekly coaching conversations occur. Most coaching engagements are 3-4 months in duration and often followed up with quarterly sessions to ensure accountability. Each session aims for a significant “action plan” that the client can implement immediately. Since coaching is a three-legged stool, involving the client, the coach, and a representative from the organization, Keystone provides periodic reports to the client’s manager or organizational representative.

“It’s truly been a pleasure working with you. I always look forward to your emails, re-capping our coaching sessions. They reinforce to me that you are truly gifted in your chosen career. Thank you for the opportunity to better myself professionally and personally.”
Development & Marketing Director

II. Training

Keystone offers a variety of seminars. Each is aimed to be informative, interactive, and inspirational. They are designed not to exceed two hours, minimizing the impact on a participant’s other responsibilities.

Training Seminar Topics:

• Teamwork: Yes, there is an “I” in “Team”
• EQ (Emotional Quotient): Is it more important than IQ?
• Manager as “Coach”
• Neuroleadership: Your brain at work
• Time & Priority Management: Focus on the things that matter most
• Old Geezers to Hot-Wired Millennials: Managing multiple generations in the workplace

“Your presentation was very engaging and really got us to think. I overheard one participant say that your program was the best I’ve seen since becoming a member in 2008.”
Program Director
Project Management Institute

III. Facilitation

Ask any knowledge worker what activity they most dread and “attending meetings” will likely be near the top of the list. As much as people want to avoid meetings, let alone lead one, there are certain meetings that are critical to the success of the organization. And, if you’re a manager who must plan a meeting, you might be eager to be more of a participant than a facilitator.

I have extensive experience facilitating key meetings for organizations. This can include meetings that deal with particularly sensitive matters, tactical challenges, or an organization’s strategic plan. As a third party facilitator, I have a special measure of independence to assist in preparing the meeting’s agenda, to stay on track during the meeting, to resolve conflicts, to speak “truth” into a situation when needed, and to ensure that productive decisions and action plans are made.

“Mark, I came home babbling to my husband about what a great job you did in facilitating our meeting. We really got galvanized and focused as a group. Your civilizing and organized efforts were essential to a positive outcome from the meeting.”
Meeting participant

IV. Third Third Program

Do you like numbers?  Try this one:  6,000.

Every day, there are 6,000 Baby Boomers entering the official age of “retirement.”   Yet, “retirement” for many of these individuals is anything but snoozing in a rocking chair or snow-birding in Florida.  These are individuals who still love life and living with purpose.  Such living can range from new avenues for service to launching a new business.  These opportunities are vastly different from a generation ago.  And thank goodness for that!

For many of these individuals—perhaps for you—questioning about what to do can be confusing.  It can also be a lonely one.  For these reasons, there’s a program that convenes a small group of Baby Boomers (6-7 persons) to discuss and gain purpose about their “next chapter.”  The name of this program is the Third Third.  The name is not original.  Borrowed from a book by the same name, The Third Third of Life, author Walter Wright suggests that we live our life in thirds:  0 to 30, 30 to 60, and 60 to whatever.  The question facing all of us is how can we live our third chapter with meaningful purpose and joy?

Over a series of eight, 90-minute discussions, we’ll tackle topics that are part-and-parcel of a person’s third chapter of life.  Topics  include:

• Career
• Family
• Faith
• Attitudes
• Physical well-being
• Finances
• Hopes and Fears
• Giving back

The program is more than simply reading a few articles, having some light conversation, and drinking coffee.  This is a roll-up-your-sleeves program.  Combined with robust discussion, you’ll put pencil-on-paper and begin to sketch specific plans that provide focus for your future.  The product of this program is an exhilarating roadmap for your third season.  In doing so, you’ll discover ways to truly flourish in your “Third Third.”