| Leaders set the agenda and focus of any coaching work. Two questions help frame their thinking: |
| "Where am I as a Leader today?" |
| "Where do I want to be in the future?" |
| Working with McKinnon fills the gap between the two. |
| A Leader’s coaching goals typically fall within at least one of the following three areas: |
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Tactics. Some leaders simply need to acquire or develop specific competencies and skills to deal with the day-to-day, pressing issues, of the business. The C-Suite is a lonely office. They need a trusted and competent talking partner to develop their best tactics. |
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Transition. Some leaders face new challenges, but they’re not fully equipped to execute well in all areas. Whether the transition represents personal job change (new to the CEO position, expanded job responsibilities with no change in title) or corporate growth (merger, acquisition, exponential growth), McKinnon can help you be intentional in your personal development to meet the new challenges. |
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Transformation. And finally for some leaders, it’s all about shedding the “bad” and growing the “good” to lead at a whole new level. Leaders transform when today’s perspective and behavior are radically different and more valuable to the organization than they were yesterday. |
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Leaders transform in one of two ways: 1) a series of intentional incremental breakthroughs; or 2) a crisis of unavoidable personal breakdown. McKinnon enjoys working on the steady breakthroughs to new performance levels; but he has extensive experience in helping leaders victoriously move through and out of personal crisis. |
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