212 Coaching  Reviews


I am dedicated to helping clients find success in their work/life endeavors, which is reflected in the comments clients have sent me.



Don’t we all want to be more effective leaders in our professional and personal lives? I have seen the value of executive coaching”  


- Government Executive



​“It was like talking to an old friend who never tired of hearing the ordinary details of my work life; who often had kind things to say; and who coached and cheered me on in a non-judgmental way to think about how to improve”


​- Marketing Manager, Entrepreneur



“Because of Rod’s coaching, I am in a better place to accept who I am and what I want to achieve”


​- Controller, Small Business



“Rod has done an excellent job as a leadership coach. Continue to be supportive & encouraging. Thank you for your commitment to excellence!”


​- Health Care Professional



“I have been benefiting from Rod's advice and can attest to his savvy strategic views that offered me fresh ideas on many challenging situations.”


​- Health Care Professional

In a study focusing on "Maximizing the Impact of Executive Coaching," (The Manchester Review), the authors found:


  1. Coaching programs delivered an average return on investment of 5.7 times the initial investment.
  2. Benefits to companies included improvements in: productivity, innovation, quality, organizational strength and bottom-line profitability.
  3. Benefits to the leaders who received coaching included improved working relationships with direct reports, immediate supervisors, and peers; better teamwork; and, increased job satisfaction.


So, while there are many ways to develop the leaders in your organization, coaching is an effective, proven process that achieves individual and organizational results.

Who is a Good Candidate for Leadership Coaching?


Coaching can be particularly effective for:


  1. High potentials
  2. Executives
  3. Individuals getting ready for (or recently promoted to) a new position
  4. Leaders taking on a new/different task, challenge or team
  5. Leaders who have a behavior/habit that is getting in the way of achieving their full potential


Other circumstances where leadership coaching is particularly effective include changing expectations, a highly political environment, increased complexity (job or organizational), and a leader’s movement (or readiness to move) to a more strategic role.

One-on-one executive/leadership coaching


Leadership coaching is an individualized engagement for successful leaders who want to enhance their effectiveness. The typical participant is preparing for or has taken on new roles, is expanding capacity to include new initiatives/projects, is defining leadership opportunities or is under-performing because of an unproductive behavior that is interfering with success. Together, you and your leadership coach will:


  • Examine your individual strengths and development needs so you can understand how they are impacting your success; and
  • Build and execute a plan with measurable goals and benchmarks that will result in the desired changes in your behavior or performance.


Leadership Coaching & Review

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If you know you want an executive or business/leadership coach, how do you go about finding the right one?


Here are some tips to help you engage the coach that is right for you:


  1. Look for good fit. One of the key ingredients to a successful coaching relationship is the chemistry/fit between the coach and the client. One way to help establish "fit" is to ask your potential coach for a "complimentary" session to help determine style and further explore the relationship. You need to feel comfortable with your coach. You will be working with this individual for several weeks if not months. If s/he isn't willing to provide a complimentary session where a go/no go decision is made, be wary. This hour will tell you a lot about fit, style, insight, relationship, etc.
  2. Ask about methodology. Will they interview others (e.g., collect 360 degree feedback)? What other instruments will they use? What kinds of questions do they ask? Do they do most of the talking or are they doing more listening? Beware of the coach who talks more than listens! A good coach should be exploring your motivation, asking about your reasons/interests in coaching, your expectations, your outcome goals, etc. S/he knows that along with chemistry/fit, a highly motivated executive will make the coaching relationship successful. The coach can't learn this by talking...only listening.
  3. Discuss expectations, roles/responsibilities, accountabilities, etc. The coach should be able to discuss action planning, respective roles in the process, confidentiality, overall expectations, ways to monitor progress, establishing rapport, building trust, partnering with a Board Chair, HR and/or others in the organization (while respecting the confidentiality of the relationship) in detail.
  4. Ask probing questions of your prospective coach during the interview/selection process. Some examples include:
  5. Describe your coaching methodology (e.g., look for process, tools, philosophy, time commitment, resources, availability and accessibility beyond the actual meetings, etc.).
  6. How would your client’s describe your coaching style?
  7. Tell me about a coaching success story. What made it a success?
  8. Tell me about a coaching situation that wasn't as successful? Why wasn’t it successful?
  9. Describe how you go about defining your clients' needs?
  10. Describe how you measure success? (Look for a results-focused, disciplined approach. You want to be able to identify and measure coaching goals.)
  11. Ask for testimonials and/or references from existing and past clients. Look for tangible and intangible benefits and rewards. A results-driven coach will provide you with proven success stories as an indicator of your future success.


Remember that coaching is a tool; having an effective coach is part of a great plan. The plan cannot be executed if you are not committed. For coaching to be effective, you need to commit to making the change that is necessary. The coach can help guide you through the process of self-awareness. The coach can help you find your authentic voice. The coach can help hold you accountable. Only you can execute the strategies and make the lasting change. You are responsible for the results. You want a great coach/partner. Select that partner wisely and you will accomplish unbelievable results.

Organizations have seen first-hand the value executive and leadership coaching can provide.


Qualified, effective coaches can:


  1. Be a confidential, unbiased sounding board and provide an objective (outsider’s) perspective
  2. Ask empowering questions; the questions that help you find the answers (they should also be great listeners)
  3. Provide real-time feedback and guidance (especially at a senior level where it can be difficult to obtain candid feedback)
  4. Help sharpen skills and overcome roadblocks
  5. Help leverage strengths, close gaps and provide accountability for goals and development plans
  6. Develop leaders in the context of their current jobs without removing them from their day-to-day responsibilities
212°
Achieving Success, As You Define It

If you wish to share your experience, please fill out the form below, I am always pleased to receive feedback from clients.

The Leadership Coaching Value Proposition


More and more companies are using leadership coaching to improve their bottom line. It is one of many approaches to developing leadership talent. Three reasons that leadership coaching is particularly effective include:

Individualized attention. Unlike many other approaches to leadership development, each participant gets focused attention to learn about their strengths and development opportunities; and, develop specific action steps that tie to organizational results.

Accountability. Coaching is results-focused. The client creates goals and the coach helps hold the client accountable to those goals. Coaches provide clients with the process, tools, structure, and support to achieve higher levels of performance.

Safe environment. Coaches create a safe and trusting environment where clients can discuss confidential situations, use the coach as a sounding board, overcome roadblocks, and create change.

Source: "HBR Research Report: What Can Coaches Do For You," Harvard Business Review, Coutu and Kauffman, January 2009.


In the recent past, coaching was reserved for a select few in the organization. In some organizations it was reserved for senior executives; more often, it was 'administered' to those who were having performance problems. Times have changed. Now, coaching is being used across the leadership ranks in many organizations. In fact, executive coaching has grown to an estimated annual industry expenditure of $1 billion (Source: MarketData).

Be the best you can be.

Find your true north.


To learn more or schedule your consultation,

Contact 212° Coaching & Leadership Development today.

Call For A FREE Consultation  440-479-7917