MRC - Visionary Team Planning

Visionary Team Planning

Group coaching that assesses working relationships, team objectives, corporate cultural alignment, meeting management, communication styles and issues, etc. Can re-define objectives, relationships and methods of interaction. May result from, or lead to, ongoing consulting.

While each coaching relationship is highly specialized according to the type of coaching, the requirements of the individual and the organization, as well as the interaction between the executive and the coach.

Corporations are undertaking new change initiatives every day. Reorganizations, new customer service programs, new sources of competition, downsizing projects or major reorganizations increase the already high level of stress that senior executives must manage. Change Coaching is focused on the often-forgotten human side of key corporate change initiatives. This service teaches senior executives how to lead teams through the normal and natural resistance, conflict and uncertainty that tends to keep change from happening as it was originally envisioned. The executive team becomes better able to lead people through change that is critical for the organization to prosper.

Organizational Development

Team Development

Leadership Development

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This is a highly interactive, engaging process in which individual departments, divisions, and whole companies craft:
A unified vision of growth over the next 3-5 years	An aligned strategy for launching the journey	A detailed action plan that insures enrollment & accountability

Issues and Contracting. Coaching starts with the interview. Ron Quintero meets with the executive to review the issues and desired outcomes. In this meeting, ground rules for the engagement are established.

Planning and Needs Analysis. The executive and Ron meet to discuss needs and issues (business challenges, work/life balance considerations, career goals, etc.) and identify a select number of highest-priority areas for further support or development, agreeing upon the role of the coach, boundaries, meeting requirements, meeting frequency and confidentiality.

Assessment. Ron gathers insightful behavioral, attitudinal and skill-based information about the executive. With the use of proven assessment instruments, in-depth interviews of the individual and 360° feedback interviews; he is able to provide the executive with an objective information platform on which to build an action plan.

Strategy Development. The executive and Rondefined the areas of desired support and development. Critical issues, potential roadblocks and essential behaviors are identified, priorities are established and the action plan is written, focusing on key developmental objectives and including measurable results and time targets.

Implementation. Through frequent meetings, transformational thinking, practice and feedback, the desired behavior and goals are achieved.

Closure. A 360° interview is conducted and results are compared with established objectives. Ron and the executive establish a "continued learning" process around regularly scheduled check in times. This follow-up helps "lock in" progress made on initial developmental areas and helps identify other areas for improvement to be addressed in Phase II and III.