Strategem LLC

Vision | Strategy | Execution | Value

Vision | Strategy | Execution | Value

Vision | Strategy | Execution | ValueVision | Strategy | Execution | Value

Are you a successful executive looking to advance your performance as a leader?

Are you a successful leader looking to advance your performance, leadership presence, and effectiveness as a people manager? 


With over 25 years' experience in mentoring and developing talent, Carol knows exactly where to uncover areas impeding your performance and facilitate coaching and strategy sessions that provide breakthrough "aha's," empowering you to become more effective by: 


  • Driving Execution without Alienation
  • Asserting Leadership in a Way that is Diplomatic and Effective 
  • Vetting & Hiring the Right Talent
  • Managing Teams for Performance
  • Handling “Sticky” Personnel Issues
  • Navigating Unchartered Territory
  • Executing on the Tough Decisions
  • Cultivating a Leadership Presence
  • Providing Performance Feedback that Moves the Needle
  • Navigating Internal Politics
  • Eliminating Obstacles to Success
  • Move your Career to new Heights


To learn more about how Carol can help you gain clarity, navigate these challenges, and experience a break-through in your performance, schedule an Exploratory Consultation. 

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Carol is a certified Marshall Goldsmith executive coach. This enables her to lead clients through thought-provoking exercises that help to reshape existing limiting belief systems and paradigms presently impeding their ability to advance to even greater levels of success. 


To learn more about this renown coaching methodology built on active stakeholder engagement, please see below. 

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The Marshall Goldsmith Executive Coaching Model

To expand on her capabilities as a coach to effect change, Carol completed her certification in the Marshall Goldsmith Executive Coaching program, which provides a world-class Stakeholder Centered Coaching (SCC) practice that is based upon the principles and practices of Marshall Goldsmith, a world authority in helping successful leaders get even better – by achieving positive, lasting change in behavior: for themselves, their people and their teams.  


Only Stakeholder Centered Coaching® makes leadership change both visible and measured.


Many coaching approaches focus on leadership assessments, goal setting, and action planning between the leader and the coach.   Often the major outcome from such efforts is increased awareness and acceptance. As a result leaders intellectually understands where change would be desirable and how they could move to higher levels of effectiveness through action planning. The coach then reviews, with the leader in private, the progress made on the plan and revises the plan based on these conversations.


Making Action and Acknowledgement of Progress is key!


Marshall Goldsmith’s Stakeholder Centered Coaching® process takes the leadership change process much further, taking it outside the leader’s office, and into his/her work environment with the leader’s stakeholders. Stakeholders are in the best position to provide important and insightful suggestions for improvement and behavioral change on the job. In light of this, the Stakeholder Centered Coaching® process includes a much stronger emphasis on follow up, implementation and reinforcement by involving a much wider network of people in a disciplined way than traditional coaching.  The Stakeholder Centered Coaching process delivers real value through the implementation of change that is sustained, recognized and acknowledged by stakeholders in the workplace.


In its simplest form, the SCC practice is about an understanding that we are all successful largely because of ourselves and also in spite of certain aspects of how we behave. A recurring theme is that we are successful because of certain beliefs and in spite of those same beliefs. Consider for a moment, one of the natural beliefs of successful people – I am successful – in other words, they have a high degree of self-confidence. Now consider how self-confidence can be an aid – it gives you the courage to apply your ability and strengths – while at the same time, it may cause you to have difficulty accepting validity of feedback inconsistent with your self-image. A CEO of one Fortune 100 Company (who has had many “ups and downs” on the admiration scale) says this: 


“Success can lead to arrogance. When we become arrogant we quit listening. When we quit listening we stop changing. In today’s rapidly moving world, if we quit changing, we will ultimately fail.”


Equipped with this understanding, clients will employ a 7-Step process that offers dramatic results in developing themselves as leaders.  To succeed you will have to follow a disciplined practice. While this practice is simple to understand, it is at the same time difficult to perform. 


How is this method different from other coaching methodologies?


The fundamental principles of SCC – attention on the stakeholders, emphasis on the future, and parallel behavior/perception change – are distinguishing features of this process. The practical, and sometimes counter-intuitive, nature of involving the stakeholder allows the leader to turn these stakeholders into the true coaches, as they are the best “experts” in how the leader’s behavior can improve with them. 


Additionally, most coaching and leadership development focuses on a process of feedback as the key to improving. While feedback is an important part of the 7-step process, we emphasize FeedForward – a very simple process focusing on suggestions for the future. A key aspect of improving as a leader is to change the perception of stakeholders regarding that behavior. People do not readily give up their prior assumptions, opinions, and beliefs. Long lasting behavior change occurs when a leader undergoes improvement in a specified behavior and those around that leader both recognize and support that change.