My job is to help you increase your self-awareness, clarify your goals, achieve your development objectives, unlock your potential, and act as your sounding board.
Questions to ask before you engage in a coaching program
- What elements does your coaching program consist of?
- Why do I have to fill out a personality profile?
- What happens during a typical coaching session?
- Can you show me some relevant testimonials from past clients?
- Can I get the names of some clients of yours to check your references?
- How long and how time-consuming is the coaching program?
- What are some of your core life values?
- Do you have a coach or coach supervisor yourself?
- What have been the biggest achievements and setbacks in your own life?
- What are your fees?
- What happens if I want to terminate the coaching program?
In everything we do, we strive to help our clients towards transformational leadership.
The concept of Transformational Leadership was coined in 1978 by James McGregor Burns. He defined Transformational Leadership as a process where “leaders and their followers raise one another to higher levels of morality and motivation.” (James McGregor Burns in his book “Leadership.”)
Leadership Beyond Expectations
Later, Bernhard M. Bass further developed the concept. In his 1985 book, “Leadership and Performance Beyond Expectations,” he states that Transformational Leadership turns you into this kind of leader. A leader who:
- Is a model of integrity and fairness
- Sets clear goals
- Has high expectations
- Encourages others
- Provides support and recognition
- Gets people to look beyond their self-interest
- Inspires people to reach for the improbable
Third Generation Leadership
Over the years, we have used James S. Kouzes & Barry Z. Posner’s book, “The Leadership Challenge.
The Leadership Challenge is a great book and Kouzes and Posner’s research is scientifically verified. NDUNA is certified in the Leadership Challenge Concept and we can help you become a transformational leader. Think about your self as a leader who:
Models the Way
- Leaders establish principles concerning the way people (constituents, peers, colleagues, and customers alike) should be treated and the way they should pursue goals. Leaders create standards of excellence and set an example for others to follow. They put up signposts when people feel unsure of where to go or how to get there. Leaders create opportunities for victory.
Inspires a Shared Vision
- Leaders passionately believe they can make a difference. They envision the future and create an ideal and unique image of what the organization can become. Through their magnetism and persuasion, leaders enlist others in their dreams. They breathe life into their visions and get people to see exciting possibilities for the future.
- Leaders search for opportunities to change the status quo. They look for innovative ways to improve the organization. In doing so, they experiment and take risks. Since complex change threatens to overwhelm people and stifle action, leaders set interim goals so that people can achieve small wins as they work toward larger objectives. Effective leaders unravel bureaucracy when it impedes action. And, because leaders know that taking risks involves mistakes and failures, they accept occasional disappointments as opportunities to learn.
Enables others to Act
- Leaders foster collaboration and build spirited teams. They actively involve others. Leaders understand that mutual respect sustains extraordinary efforts. They strive to create an atmosphere of trust and human dignity. They strengthen others, making each person feel capable and powerful.
Encourages the Heart
- Accomplishing extraordinary things in organizations is hard work. To keep hope and determination alive, leaders recognize the contributions that individuals make. In every winning team, the members need to share in the rewards of their efforts, so leaders celebrate accomplishments. They make people feel like heroes. (Source)