Professional Coaching is central to Blue Arbor’s overall business. With a proven track record in helping clients, we can offer you customized coaching solutions working on delivering ROI and meeting your business and career objectives.
Whether your needs are for an executive coach for an individual leader in your organization, or if you require group coaching to support a performance team, we would be pleased to help your leaders meet their challenges. We are also able to assist our clients to develop formal coaching competencies, within the International Coach Federation (ICF) credential framework, for those who wish to pivot into the coaching field as a vocation.
Individual Coaching
Blue Arbor offers adapted coaching programs to suit the individual needs of the Coachee.
Team Coaching
We help our clients with specific team coaching assignments, where we facilitate high-performing teams work through challenges in their direct environment on a thematic basis. We remain able to work with you, either in-person or through a virtual coaching environment.
360° Feedback and Assessments
We utilize a wide range of assessment tools, including: Change Style Indicator (CSI), ActeeChange, Situational Leadership, 360° Feedback, Hogan, NEO PI-R, DiSC, MBTI, SEI, Insights Discovery, EQ-i, Leadership Practices Inventory, and more.
Supervision and Mentoring
We have extensive experience in supporting clients to develop coaching competency within their management team, ranging from tailor-made mentoring programs for business coaches and corporate leaders to formal supervision within more specific areas of coaching practice.
What we’ve accomplished:
Case Study 1.
Individual Coaching
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The Challenge: To build greater executive presence within the top-tier management layer and increase visibility of impact of leadership with respect to global stakeholders.
Sector: Global Pharmaceutical Company based in New Jersey.
Our Approach: With the use of 360° interview sources, a customized 6 month coaching engagement was crafted to clarify personal brand, increase visibility at the executive level, and develop a scorecard for measuring impact to influencing upward within the organization.
The Results: Perception gaps were identified between the manager and their stakeholder environment, which formed the basis for a comprehensive development plan. Within the course of the development plan, the manager solidified their position - and transitioned into a more senior role within the group.
Case Study 2.
Hogan Assessment
and Debrief
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The Challenge: To develop a coherent understanding of management team performance assets, namely individual strengths, performance risks and values.
Sector: Market leader in Consumer Products Company in New York City.
Our Approach: The team was given a thorough introduction on the assessment framework, team and peer-to-peer activities; review of individual assessment results with certified coach; formulation of development plan based on results and debrief.
The Results: Greater awareness of the three dimensions of the Hogan framework, and how they relate to the individual management style. Individual tailored development plan for each participant which were aligned with corporate goals based upon insights from the specific assessment tool.