The Paula Love Difference
If you want your leaders to earn a promotion, I will get them there.
Like most leadership coaching practices, I work one-on-one with executives to build those core competencies that are necessary to lead an organization to peak performance through best practices. The coaching is conducted in a safe, neutral, non-judgmental forum which fosters authentic awareness and response, and focuses on specific outcomes and their evidence, such as the need to present tough information to a tough audience or the need to increase group accountability and goal achievement. “Ninety percent of my job is trying to influence others.” —EVP, large consumer products company. What distinguishes my coaching practice from others is its focus on relational intelligence; specifically, how leaders masterfully align their presence with their “message”, how they “show up”; how their presence is experienced by others in the organization. It is this personal quality, this energy, this climate they create when they walk into a room, when they open their mouths, how others perceive them, that makes or breaks their chances at highly effective leadership. Essentially, it’s not just what they’re saying, but “who they are” when they’re saying it that ultimately determines their influence in the world How do I get the results that I do? Building leadership from within. My coaching method is one of guided self-discovery. Promote-ability is produced by increasing executives’ awareness of their presence as they move through the organization and have to deal with a variety of interpersonal and business challenges, and then turning this awareness to specific action. It is an innovative methodology that combines objective assessment and outcome identification with authentic conversation and somatic (body) awareness and development. “I have a VP I would like to promote. She’s a brilliant strategist. One of the best. But nobody listens to her.” —CEO of large U.S. travel company Sound familiar? Most promising executives find their promote-ability stunted due to certain deficits in relational intelligence, not analytical intelligence; meaning, they know how to do the tasks of their jobs, but they have low influence with others in the organization due to weak communication skills, difficulty handling change or stress, or low ability to work collaboratively with others, which reduces the overall measure of their performance. For example, in the case of the brilliant strategist to whom nobody was listening, it was a matter of turning the volume down on her physical intensity when she communicated with her staff and peers. She was perceived as “being too much in your face.” One of the somatic exercises we performed was to have her talk about a particularly challenging project without having her back lose contact with her chair, keeping her intensity from invading another’s space, while attending to how this shifted her own experience, as well as the response from her audience. Through her awareness of her somatic presence, and her practices to manage that presence, she shifted others’ experience of her in a positive and powerful way. The larger your repertoire of appropriate behaviors the larger your ability to get things done through others. We all have natural tendencies in how we relate to the world – some work better than others, and others simply don’t work. By improving interpersonal energy, by increasing the ability to create inspirational and aspirational climates, by eliminating internal obstacles to authentic, clear articulation, executives develop a broader repertoire of behaviors. They develop response-flexibility, which increases their chances of strategic success in a rapidly changing environment, within any group dynamic. The value of executive coaching to your organization. The success of your organization is directly related to the performance of your people, which is intimately tied to the effectiveness of your executive leadership. On average top leaders within your organization, those truly promotable executives will be 127% more effective than your average performers (Hunter, Schmidt & Judiesch, 1990). They will generate more revenue primarily because they are clearer about what matters, better at setting and articulating standards, and better at motivating higher quality work from others. Please refer to attached document to see typical results produced with Paula Love’s coaching. What are typical results from working with Paula Love? |