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Ken coaches a wide variety of executives at different levels in the organization and in organizations of different sizes. His work has included coaching C-Suite Executives and/or high-potential leaders in over a dozen Fortune 500 Companies and coaching CEO's of venture capital - backed firms and owners/CEO's of privately held companies of all sizes from start-ups to over a billion dollars in sales. Ken has also worked on On-Boarding Newly Hired Executives who have been promoted from within the organization and with those who have been brought in from outside the company.

Ken helps executives work on a full range of leadership capabilities/behaviors including: Accountability, Building Relationships, Building Team Morale, Building High Performance Teams, Business Results/Execution, Career Advancement, Collaboration/Teamwork, Communication Skills, Delegation/Empowering Others, Developing/Coaching Employees, Emotional Intelligence, Executive Presence, Influencing Others, Interpersonal Skills, Leading/Driving Change, Leading Effective Meetings, Leadership Development, Listening Skills and Strategic Thinking.

Ken's Five-Stage Approach To Executive Coaching

Executive Coaching engagements may differ in length depending on the level of the person that Ken is working with and the budget that is available. However in most cases, coaching engagements last 6 to 12 months and involve the following five stages.

Stage 1: Discovery

The discovery phase begins with in-depth interviews with the executive client and 8 or more people he or she works with closely. The purpose of the interviews is to discover what the client needs to work on to become more effective as a leader and more successful in achieving their career goals. The interview data is used to prepare a report summarizing the findings. The discovery phase ends with a 2 to 3 hour meeting with the client to discuss the findings of the report and determine the most important issues to work on. This stage of the coaching engagement typically takes 4 to 6 weeks.

Stage 2: Leadership Development Plan

In the Leasdership Development Plan phase, Ken and the client create an individual plan describing what the client plans to work on, the outcomes they hope to achieve, action steps to be taken, how they plan to overcome obstacles that might be encountered, and the support, if any, needed from others to achieve their goals. This stage of the coaching engagement generally takes about 2 to 4 weeks to complete.

Stage 3: Coaching

During the coaching stage of the engagement, Ken checks in regularly with clients by phone or in person to support them in making the changes specified in the Leadership Development Plan. During this process, Ken will also serve as a sounding board and thought partner for the client with respect to any problems they are wrestling with. This stage of the coaching engagement generally continues for 4 to 7 months.

Stage 4: Mid-Point Check-Up

At the mid-point of the coaching stage of the engagement, Ken conducts a mid-point check-in by briefly interviewing a few people by phone to learn if they have seen any changes in the client. The client will also be asked their own opinion of progress made. As a result of this information, Ken and the client will make any changes necessary in the development plan.

Stage 5: Final Review and Report

At the end of the coaching engagement, Ken conducts a final series of interviews with people regarding the changes they have seen in the client and the impact of those changes on the organization. This information is incorporated in a final report for the client regarding progress made and any suggestions for next steps going forward. He also asks the client to complete a final coaching evaluation to determine the impact the coaching has had on the client and their organization and the client's satisfaction with the coaching engagement.


"My work is all about helping executives to see their strengths and weaknesses clearly and to understand how they are viewed by others and the impact they are having on others. Everything I do with a client is aimed at helping them to be clear about what they are trying to accomplish and how best to achieve their goals. I help them identify behavior changes that will help them lead others more effectively and I support them in making those behavioral changes."

"I am fascinated by people trying to be their best and by the struggle that people go through with themselves to be as effective in the world as they can be and be as successful as they can be. My job is to facilitate that quest."

"For me, coaching is very exciting work because I am always working with people very intimately on what is their edge and what is the next step for them. My goal is to help them be their best and help them play their best game."

"I need to make sure clients understand that the work in coaching is really done by the coachee. I am just a guide. My job is to understand how to help people get where they want to go and to help them clarify what stands in the way of their achieving their objectives and what they can do about it."

"A core component of the work I do with people is to increase their self-awareness and awareness of their impact on other people. Increased awareness brings benefits in all aspects of their life, not just their work. It often impacts their family life and their health."

"I really love this work. All day long I talk with smart., ambitious, motivated people and help them grow and increase their consciousness and the degree to whichh they are purposeful in their actions and behaviors.. There are times when it is frustrating - when people don't meet you halfway and don't really want to do the hard work. But when you work with someone who is committed to working on themself and who does develop, grow, and change, it is extremely satisfying."