Executive and Leadership  Coaching provides leaders a resource to address immediate and future needs in their personal and professional growth and development.  We begin with the Science of Self to make sure our services are aligned with the needs of each client.

Our Approach is one of Building Relationships of Trust

Clarify - We begin the coaching relationship by using the right assessments. Communication, establishing goals and expectations are the foundation of our coaching services.

Co-construct -  We believe it is critical to establish non-judgmental accountabilities that are driven by the client’s needs. We draw out the plan/process with the client as the creator and owner of the process.

Emotional Buy-In - We facilitate talking, writing, mediating the experience around the comfort level of each client. We help the client see themselves as successful and deserving of their goal. Our confidential code of ethics governed the building of trust with each client. 

Action - No plan is of value if it does not include action. We work with each client to create realistic and motivating action plans and facilitate effective accountability

Refine - We recognize that this is an ever-changing world and what might be of importance at one session may have become second to a more pressing priority. We provide flexible and in-the-moment coaching to address these needs as they arise while also helping create stability where such “fire-fighting” moments do not occur.

Piedmont uses the same approach to Group and Team coaching. 

360 Assessments

This tool gathers feedback in areas such as leadership, communication, productivity, and technical skills.

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360 surveys are assessment tools that provide leaders and employees with feedback about their performance. The surveys’ subject is rated in areas such as leadership, communication, productivity, and technical skills. The subject also rates themselves in these areas.

360 surveys allow employees to assess strengths and weaknesses in their workplace performance, interpersonal communication and/or management style with a focus on individual and organizational development. Managers and executives can use the information provided by a 360 survey to create organizational and individual development plans. Managers and executives also gain tremendous personal benefit as they see how their leadership styles and methods are perceived by those they manage. As they make adjustments to better interact with and manage their employees, the entire organization benefits from the improvement to productivity.