SITUATION: The Leadership Team/C-Suite of a private company was experiencing struggles with communication. As one member said, “We’re not a Leadership Team - we’re a group of leaders working in silos.” The company’s new owner and president was eager to get his team working together well.

OUR APPROACH: Platinum Rule Advisors conducted a full-service facilitation designed to improve communication. We began by speaking to each Leadership Team member individually to hear their thoughts and frustrations. Based on these discussions, we collaborated with the president to create a half-day agenda designed to address the most pressing aggregate concerns.  We then spent a half day leading a discussion on communication. We introduced some new principles, broke into small groups to practice what we had learned, and ended the day making commitments to change out loud to the entire group. The president then followed up with each Leadership Team member on his or her commitments individually and in subsequent team meetings.

RESULTS: The president reports that things are much better. Equipped with some new, concrete tools for communication, the Leadership Team is communicating better than ever. The result of better communication? The president has confidence that the Leadership Team has the needed foundation for the astronomic growth he is planning for the next few years!

SITUATION: Our client was an accomplished executive with a track record of success and progressive promotions in prestigious organizations. He hired Platinum Rule Advisors to prepare for a move into the C-Suite.

OUR APPROACH: Although our client was excited about his new position, he was also very nervous as he struggled to define his leadership style. A naturally collaborative, reserved and patient person, he spent much of his career working for bosses who were more aggressive and outspoken. He feared that his style would cause others to perceive him as lacking authority in his new role. Our coaching engagement uncovered the root causes of this limiting belief and focused on identifying what leadership means for him. We defined his style both in the abstract and through creating actionable, repeatable practices he could use to achieve his leadership objectives.

RESULTS: Work with this client is ongoing as he settles into his C-suite role. He understands his leadership style, and isn’t afraid to present himself authentically to new colleagues. His peers have expressed gratitude for his collaborative nature, and his direct reports feel they are thriving under a manager who is interested in their success. Our coaching engagement now centers around setting and achieving new goals leveraging the awareness created in our initial engagement.