Coaching is a proven practice for producing lasting results. Labyrinth offers skilled, accessible leadership, team, and transition coaching aligned with International Coaching Federation (ICF) standards.
Labyrinth Leadership is coaching with a cause. That cause is unlocking your potential. Move to a better place at work and in life, with greater clarity and ease, by working with a professional coach. Coaching is growing exponentially, around the globe, for a simple reason – it works.
The International Coaching Federation (ICF) defines coaching as, “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. The process of coaching unlocks previously untapped sources of imagination, productivity, and leadership.”
Leadership coaching is forward looking and focused on a desired future state. Coaching helps individuals understand where they are now, where they want to be, and how to see their goals and strategies through to completion.
How does individual coaching work? Labyrinth Leadership Coaching approach uses three steps:
- Know where you are. Use reflections, simple assessments, and feedback from others to create insight into where you are now.
- Develop your ideal future. What is the future outcome you will declare? What is your action plan?
- Learn by doing. See your plan to its natural completion through application, practice feedback, and learning.
The chances of producing excellent coaching results are more likely when we begin with clear insight into the current state. To know:
- A current state assessment can be through personal reflection, activities and coaching questions.
- More often, it is essential to get feedback from the outside in (e.g., other key stakeholders who see you in action). This can be done through an upward feedback or 360-degree feedback process.
- The deepest self-insights come from a predictive leadership assessment such as the Hogan Assessment or the 16 Personality Factor Assessment.
High performance is a team sport. Team coaching maximizes the performance of the team, and unlocks sources of creativity, productivity, and leadership. Labyrinth Leadership specializes in helping teams learn a relationship technology, the Art of Convening™, to sustain new levels of collaboration.
People sometimes prefer team coaching to individual coaching. Team coaching leverages coaching resources across the team and taps into the power of peer support. Like individual coaching, team coaching is focused on improving outcomes, now and in the future.
The value of coaching to “empower, engage, and develop employees” is well-documented. (2016 ICF/HCI study, Building a Coaching Culture with Managers and Leaders). Demonstrated benefits include higher employee engagement and higher revenue relative to peers.
Labyrinth Leadership helps organizations implement best-in-class internal coaching practices, incorporating internal resources into the process. Organization coaching is used to build coaching capacity for the long term, as well as to create an organization with more agility and shared ownership of goals. Organization coaching programs can be aimed at many different purposes including:
- achieving annual or strategic objectives,
- enhancing leadership and employee development, and
- implementing change – in culture, in business processes, or both.
According to the International Coaching Federation (ICF), 86 percent of organizations who build internal programs saw a return on their organization coaching investment, and 96 percent of those who had been coached said they would repeat the process again. For a 2020 case study on the impact of organization coaching, read the story of Procore, winner of the 2020 Prism Award from the International Coaching Federation: The Procore Story.
Leadership Assessments provide immediate insights informing coaching, leadership development, and career development.
The Hogan Assessment is three assessments in one, all designed specifically to predict performance in a leadership role.
- Hogan Personality Inventory: The Hogan Personality Inventory (HPI) describes normal, or bright-side personality – qualities that describe how we relate to others when we are at our best.
- Hogan Development Survey: The Hogan Development Survey (HDS) describes the dark side of personality – qualities that emerge in times of increased strain and can disrupt relationships, damage reputations, and derail peoples’ chances of success.
- Hogan Motives, Values, Preferences Inventory: The Motives, Values, Preferences Inventory (MVPI) describes personality from the inside – the core goals, values, drivers, and interests that determine what we desire and strive to attain.
16 Personality Factor Assessment
The 16pf (16 Personality Factor) Questionnaire provides detailed insights into 16 personality traits that influence the way you will work and interact with others. Your assessment will provide reliable, valid information predictive of your best-fit occupation, your strengths, and growth points where you may need to adapt to bring out your best performance.