Executive coaching has become one of the most successful interventions in leadership development and is the primary focus of our work at The Columbia Consultancy. We partner with our coaching clients to help them articulate leadership development goals and support them through the process of making behavioral, mental and attitudinal changes that will enable them to achieve those goals and sustain success.

Our experience provides evidence that our coaching works. In the past decade, we have coached over 200 leaders in over a dozen companies. (Read what our clients say.) Our coaching techniques are backed up by the latest research on the brain and “neuroleadership.” We believe that you can use your mind to change your brain and your behaviors and become a better leader.

We believe leadership develops internally beginning with a deep understanding of the self, and blossoms externally from learning how to empathize, engage and communicate with others. In our Integrated Leadership™ model, leaders balance the three domains of leadership, enhancing their relationship to their authentic self, to others and to their business. (To assess how integrated you are, take our Integrated Leadership Self-Assessment™).

Through coaching, our clients — primarily on the vice presidential and senior director
level — develop their ability to lead individuals, teams, and change more effectively by enhancing their ability to …

• be authentic and leverage their strengths
  
• have vision and think strategically
  
• be emotionally intelligent
  
• communicate assertively
  
• build and nurture relationships
  
• achieve results and sustain success

After 15+ years as a successful executive with a strong reputation for performance and leadership, I was a bit taken aback when my manager suggested I work with a coach. It's true I was facing one of the toughest years of my career. I had in-fighting among senior members of my team. Our products were not where they needed to be, and the clock was ticking on our fiscal year. I interviewed a number of coaches, but it was my interview with Ginny that made me see the possibilities of coaching. Coming out of the interview with Ginny, I immediately began to adapt one aspect of my management style that I continue to maintain today. Our subsequent discussions were equally insightful and productive. As an outsider she saw patterns and behaviors that were not obvious to me but which needed to be addressed. She further helped me vet solutions before taking action. I now realize that the offer of coaching was not a lack of confidence in my abilities but an invaluable investment in my career. The results? My team is once again strong and successful and I continue to apply the lessons learned to many situations.
Vice President, Business Development, Professional Services Firm

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