Pamela sees her role as a trusted confidante who is both business savvy and interpersonally astute. A variety of one on one coaching approaches are used, designed for the individual and her/his situation, including individual assessments, interviews, feedback, questioning and support.

The approach differs for senior executives than for middle-upper level management, but generally, after the assessment phase, clients create a written development plan, with goals, action steps and timelines for implementation.  Measures of success are agreed upon during the initial stages of the coaching, and progress is measured throughout the engagement. Typical engagements are 6 months to a year, although a year is the ideal minimum.

Coaching helps to:

• identify and eliminate barriers to success
• develop strategies for continuous improvement and increased emotional intelligence
• manage stress and keep things in perspective
• achieve results
  
  

EXAMPLE
Coached a senior executive in a large firm whose reputation was that he was too outspoken, blunt and silenced others through his style. After 6 months of coaching, his reputation significantly improved, as assessed by his boss and measured by a promotion. He practiced and developed his emotional intelligence, and learned to deliver messages more thoughtfully and carefully, becoming more effective and winning the loyalty of his team.