“When you hit a wrong note, it’s the next note that you play that determines if it’s good or bad.”
– Miles Davis
Executive Coaching and Consulting
One-on-one executive coaching at Evoke Leadership is custom-designed coaching that focuses on the individual strengths, assumptions, needs, and goals of the individual client. Our goal is to create a trusting experience that brings about new awareness leading to vision (clarity), transformation (change), and results (performance). Learn more about Evoke’s coaching process here.
All of us have something that is uniquely special about us—something extraordinary to offer that no one else has in the same quantity or form. Whatever that specialness is, it comes naturally to us and it’s in abundance. It’s the one thing that can cut through most challenges and problems, and it’s a clue to our individual strengths and skills. As we uncover, discover, and learn about our strengths and skills, we are able to develop them more broadly and we find that we are capable of doing so much more than we once thought. We are able to have more courageous conversations and to be authentic and present in our relationships.
The power that natural leaders have is an authentic power: intention and action aligned with one’s own interests and values, and defined by passion and excitement for a topic or a goal. As they explore, learn and innovate, these leaders naturally attract others’ passion, curiosity, and skills. People want to join this team. Authentic power builds trust, loyalty, inspiration, and cooperation in healthy, productive, co-creative relationships—this is truly sustainable power.
With leadership development coaching, you learn to guide with clarity, purpose, and authentic power.
Communication plays a critical role in all business relationships, and the quality of that communication powerfully impacts individual performance, brand perception, and team dynamics. Effective communication engages others to join the mission; poor communication stands as a roadblock to achievement and success.
Skilled communicators are clear and concise, have a healthy bravado and confidence, and demonstrate great executive presence. They stay on message, are easy to follow, and reflect knowledge and understanding of topics. They motivate and inspire, and further their ideas and vision with others who, in turn, are eager to join them. Effective communication is honest, authentic, and mutually respectful; and it goes beyond what we say: It’s our posture, eye contact, facial expressions, body language, hand gestures, and speaking tempo.
Through coaching for improved communication, we help leaders be confident in their internal wisdom and intuition and communicate in ways that are courageous, honest, and productive, without being confrontational or polarizing.
Emotional intelligence is the integration of our thoughts and feelings, of our brain and heart. Most effective leaders have highly developed emotional intelligence: They are able to recognize, understand, and manage their own emotions, while recognizing, understanding, and influencing the emotions and actions of others. They recognize the make-up of individual team members and how to approach them, connect with them, and motivate them as both individuals and teams. Having emotional intelligence is key to successful relationships with employees, peers, and upper management, and in one-on-one relationships and team environments.
Emotional intelligence coaching is a journey that focuses on building new awareness and finding that intersection where feelings—emotional intelligence—and skills work together to achieve results. Through our work to develop greater emotional intelligence, we help leaders experience their feelings, without the feelings taking over the conversation.
As a leader, adding emotional intelligence will help you to effectively lead, inspire teams and individuals, and influence long-lasting engagement in the shared mission.
Whenever there is conflict, we are at least partially at fault. We often show up with preconceived ideas and back stories about situations and people that keep us, at the least, from authentically connecting with co-workers. In the extreme, they are the source of difficulty and conflict. Conversations are challenging when we knowingly or unknowingly feel as though our values, identity, or needs are at stake. Understanding our own triggers is an important part of settling our own nervous systems. Here is where we begin the conflict coaching conversation.
Together we create a path toward learning how to transform conflict into something positive. We learn to shift a battle of words and messages to a learning conversation. Conflict often dissolves when we take the time and make the effort to understand another’s point of view, history, and concerns. Then, when conflict arises, the outcomes are productive.
Empathy—a key leadership quality—is critical to effective conflict management. Without empathy, knee jerk reactions lead to more conflict. The power of empathy cannot be underestimated in the ability to transform conflict into consensus and innovation. We don’t have to be afraid of conflict. It’s important that we understand what conflict is, why conflict comes up, and methods for managing conflict.