Coach Effect Service Overview

Coach Effect, Inc.
A premier leadership and organizational effectiveness firm dedicated
to making a sustainable positive impact every workplace we touch.
We do this through coaching, consulting, training, and public speaking.
Our best work is with small & medium sized organizations. Business
owners and senior-level managers are key clients. We are committed
to the belief that workplaces can be improved by refining managers’
skills, behaviors, and awareness. We are successful because we have
the courage & expertise to support our clients with tough issues and
offer practical solutions that can be put to use immediately.

Examples of Real Issues Our Clients Face
 Behavioral styles that worked in the past have become barriers to future success
 Providing tough news while still motivating the team
 Not having a safe sounding board to talk with at work
 Wanting to make space in their life to date, be in relationship, maybe even get
married, without losing their high-potential status at work
 Navigating organizational politics
 Over-committing themselves and their teams
 Finding a balance between getting all the details (aka micro-managing) and not
getting enough of the details (aka abdicating)
 Managing their time

Services We Offer to Solve These Issues
Coaching
 Executive Coaching
 Career Coaching & Interview Preparation
 Peer Group EQ Coaching
Consulting
 Assessments—Personality Profiles, 360s, Time Style
 Organizational Design & Development
 Human Resource Strategic Staffing & Development
Training and Development
 Get CLEAR! Coaching Skills for Managers
 New Manager Coaching Series
 No Bad Hires: A Great Approach to Staffing
 Extraordinary Leadership: Inspire the Leader Within
Public Speaking
 Leadership/Management topics
 Emotional Intelligence topic
 Strategic Staffing topic

Coach Effect, Inc. 415-817-1700 www.coacheffect.com

Coaching
Coaching is the most personalized form of professional development avail-
able. Coach Effect uses a simple, propriety framework to keep you focused
on identifying, creating, and taking action to achieve your goals. The frame-
work is structured enough to give you a process and loose enough that you
can craft exactly what is necessary for you to excel.

Our very best work is with managers from mid- to senior level. Titles can
range from manager and senior manager to director, VP, and SVP. Depending
on the size of the organization, we coach at the executive levels such as
EVP, C-level, and Executive Director.

We specialize in Executive Coaching, Career Coaching, and Peer group EQ
coaching for managers.

Executive Coaching Career Coaching
Executive coaching is conducted over six (6) Career coaching programs provide you or your
months with an opportunity to continue if appro- business with just what you need, when you
priate. Our programs follow a four (4) phase need it, in order to meet your career goals. Pick
process: the program that makes the most sense for you.
1 - Goal Setting
2 - Coaching Resume Refinement Program
3 - Acting We work with you to refine your résumé so that
4 - Reflecting it gets noticed. Our tools and techniques have
successfully helped client's resumes move from
Skill Building Program the circular file to the top of the pile!
Skill building supports leadership and manage-
ment development. Typically specific skills or On-the-Spot Interview Prep Program
attributes are identified at the beginning of the Prepare for each interview. We can help you
program as target areas polish your presentation and have an edge on
the other candidates.
Hi-Po Promotable Leader Program
The High Potential (Hi-Po) program focuses on Finding Career Direction Program
strengthening the strengths of high potential This 1-2-1 coaching and assessment program
leaders in the organization and preparing them assists you in identifying where your passion
to step into new roles more quickly than they intersects with your strengths and your ability to
could on their own. It also helps those who re- make money.
cently transitioned from one position to another
and need to quickly adapt to the new environ- Accountability Transition Group Program
ment. Come together with other individuals in
transition (or wanting to be in transition)
Leadership Legacy Program in a supported, safe, and structured
Leadership legacy supports managers in moving environment.
toward a leadership level that allows them to
create and begin to shape the legacy they
choose to leave in this world.


Executive Coaching
Executive coaching is conducted over six (6) months with an opportunity to
continue if appropriate. Our programs follow a four (4) phase process:
1 - Goal Setting
2 - Coaching
3 - Acting
4 - Reflecting

Skill Building supports leadership and management development.
The High Potential (Hi-Po) program focuses on strengthening the strengths of
high potential leaders in the organization and preparing them to step into
new roles more quickly than they could on their own.
Leadership legacy supports managers who are ready to create and shape
the legacy they choose to leave in this world.

Executive Coaching Process Expectations
1 - Goal Setting You can expect the following from Coach
 Establishing coaching expectations and Effect’s executive coaches:
relationship building The coachee is provided a space that is safe
 The coachee and coach will establish and confidential. The coach will listen and sup-
and agree upon measurable criteria for port. The coach will be a sounding board, ad-
success. vocate, and cheerleader. The coachee will al-
ways receive open and honest communication
2 - Coaching from the coach. The coachee will be challenged
 Awareness is created through powerful to challenge himself/herself. The coach will ex-
questioning, listening, acknowledging, pect more of him/her.
challenging, and motivating.
 They will focus on eliminating barriers to Coach Effect expects the following from our
success that the coachee is facing. coachee clients:
The coachee is expected to have a desire to
3 - Acting improve. It is expected that he/she will con-
 The coachee will have an opportunity to sider different viewpoints and ideas. It is ex-
learn through practical experience. pected that the coachee will always be open
 We will work toward the established and honest with their coach. The coachee will
goals in order to increase the skill and be expected to let the coach know when some-
competency level of the coachee. thing isn’t working for him.her. The coachee
can expect to get out of this as much as he/
4 - Reflecting she puts into it. Being an active learner is
 The coachee and coach will regularly expected to fully receive the benefit of
reflect on what is working well and what coaching.
needs to be improved upon in the
coaching process in order to maximize
the opportunity.
 The coach, coachee, and appropriate
designated company sponsor will connect
every 6 – 8 weeks to ensure the pro-
gram objectives are being met.


Peer Group EQ Coaching*
Peer group EQ coaching program is conducted over six months with an op-
portunity to continue to an advanced level for an additional six months.
Groups of 6-8 participants, typically peer level managers, meet twice a month.

This uniquely constructed group coaching program:
 Trains the participants on emotional intelligence
 Facilitates discussion so peers learn from each other
 Coaches the participants to increase their self-development

The objectives of the program are to:
 Develop the level of emotional intelligence in each participant
 Coach the participants to support achieving individual goals
 Increase the collaboration and camaraderie between participants

Core Competency Program** Expectations
Program Outline You can expect the following from Coach
Effect’s executive coaches:
Mo. 1—EQ Overview The participants are provided a space that is
 Program Outline safe and confidential. The coach will train, facili-
 Goal Setting & Assessment tate, listen, and support.

Mo. 2—Emotional Self-Awareness Coach Effect expects the following from our par-
 Understanding Self & Values ticipants:
 Building Confidence The participants should have a desire to improve,
willingness to talk & share with others, and an
Mo. 3—Self-Mastery understanding that conversations are confidential.
 Developing Self-control & Resilience This should be a priority in their calendar and
 Harnessing Motivations only missed under extreme circumstances.

Mo. 4—Courageous Communication ROI of Peer Group EQ Coaching
 Masterful Listening
 Powerful Questioning 5/% of managers’ success is directly attributed
to EQ. (Only 25% is attributed to IQ and techni-
Mo. 5—Service Orientation cal knowledge.)
 Relationship Building
 Collaborating Hay/McBer Research: 15 global companies
EQ competence was a crucial difference between
Mo. 6—Organizational Awareness average leaders & the best leaders. Top per-
 Increasing Political Savvy formers had significantly more strength in multi-
 Developing Others ple EQ competencies. Close to 90% of their
success was attributable to EQ.

*The EQ Coaching Program has been greatly influenced by the work of Daniel Goleman (Primal Leadership and
Working with Emotional Intelligence) and Robert K. Cooper and Ayman Sawaf (Executive EQ). It is nearly impossible
to avoid using the same or similar terms as these authors as all of the content revolves around
core EQ concepts. Every effort is made, throughout the program, to give credit to the
authors where appropriate. The content displayed is an example of the curricula and may
be subject to change based on the needs of the group.
**Core Competency is a prerequisite to participating in the Advanced Competency Program.

Consulting
 Are you ready to ask people for feedback on your leadership
ability?
 Is there an organizational project you want done, but just
don't have the bandwidth?
 Are you through hiring haphazardly? Ready to use a strategic
recruiting process and leave the "fog the mirror" test behind?
 Want to grow the business without growing out of the culture?

Coach Effect can assist on a variety of leadership and organiza-
tional projects.

Change Management Assessments

The hardest thing to do is change, yet or- Looking to get a pulse on the organization?
ganizations are constantly changing. Do you have a specific question you want
answered by your employees or your cli-
We work with organizations who recognize ents? Interested in performance feedback?
that with change comes challenge. We
move change management theory into prac- Coach Effect works with clients to determine
tice so employees can quickly overcome the which solution best fits their needs. We
perceived barriers to change. The outcome have the in-house expertise to create cus-
is greater productivity and buy-in with less tomized solutions as well as being certified
tension and anxiety. in a number of well-known tools.

Organizational Design & Develop- Human Resource Strategic Staffing
ment and Development

Coach Effect works with clients on every- Let there be “No Bad Hires”!
thing from job analysis and succession Do you find it difficult to find the “perfect”
planning to articulating core values and vi- person? Does the job criteria seem to shift
sion/mission. every time a candidate is presented?

Our depth of organizational knowledge We help organizations hire smarter, faster,
makes our expertise invaluable on these and better. This lowers recruitment costs,
projects. increases employee retention and
enhances the organization’s image as
an employer of choice. Our
proven process works.


Training & Development
Coach Effect has turned around what it means to “sit through” a training
and development program. The result – High participant satisfaction levels &
even higher levels of retention and utilization of the knowledge learned in
class.

Provide your organization with training and development solutions uniquely
designed to make an impact. Coach Effect delivers adult learning in an inter-
active style that combines key concepts with practical application. A balance
between establishing a concept and facilitating discussion around the group's
own experiences is used to ensure participants connect the concepts they
learn with their everyday work.

Get CLEAR! No Bad Hires: A Great Approach to
Coaching Skills for Managers Staffing
Give your managers and supervisors the skills What are you telling your candidates today?
and tools they need to put their “coach” hat on From pre-interview (job postings) to post-
and have effective and productive conversations interview (extending an offer) you send a mes-
with their employees. Coaching skills can help sage to your candidate and everyone they come
managers break through barriers, engage em- in contact with about your organization.
ployees, and bring out the best in their team.
No Bad Hires provides organizations with a
Whether the conversation is career management framework for staffing. The course goes beyond
or performance management – arm your manag- teaching managers how to interview. No Bad
ers with the same techniques executive coaches Hires covers the pre-interview, interview, and
use. post-interview process.

New Manager Coaching Series Extraordinary Leadership: Inspire the
Leader Within
Support your new managers in acquiring key
people management skills that are essential for Stopping to take a look in the mirror is often
their success and the success of their teams. what is needed to help break through to the
next level. If you want to be or want to continue
This class is taught in short modules over 3 - 4 to be an extraordinary leader of others, you
months and uses real work instances to support must be willing to look at what you are doing
learning. We know time is precious. to lead yourself.

Team Problem Solving This introspective hands-on workshop allows
participants to create their own professional
One of the most practical ways for organiza- roadmap for self-leadership.
tions to save time and money is to create a
culture that seeks to continuously improve how
they work. Any company can use this framework
to establish problem solving principles in their
organization.


Get CLEAR! Coaching Skills for
Managers
Give your managers and supervisors the skills and tools they
need to put their “coach” hat on and have effective and pro-
ductive conversations with their employees. Coaching skills can
help managers break through barriers, engage employees, and
bring out the best in their team.
Whether the conversation is career management or performance
management – arm your managers with the same techniques
executive coaches use.

Objectives

 Understanding the tools managers can use to bring out the coach in themselves
and bring out the best in their employees;
 Practicing the tools and techniques in the workshop to gain a comfort level with
using them; and
 Learning and practicing how to turn difficult conversations, like performance issues,
into effective and constructive discussions.

Audience
This program is designed for managers at any level who directly supervise people. It works
well as a stand alone workshop, as a subset of a larger management training initiative, or
as training for support a mentoring program.

Our Approach

“Coaching Skills for Managers” is customized for each client into a one - two day workshop.

To increase the retention and use of the newly learned skills we follow-up the workshop with
three (3) seventy-five (75) minute group conference calls to provide coaching and assistance
as the managers begin to use their newly acquired skills.

Coach Effect delivers adult learning in an interactive style that combines key concepts with
practical application. A balance between establishing a concept and facilitating
discussion around the group’s own experiences is used to ensure participants connect
the concepts they learn with their everyday work.


New Manager Coaching Series
Support your new managers in acquiring key people manage-
ment skills that are essential for their success and the success
of their teams without sending them away for training.

Modules are customized to fit your business.
They include, but are not limited to: Managing Time and Pro-
ductivity, Creating High Performance Teams, Being an Adaptive
Leader, Delegating for Efficiency, Dealing with Different Personali-
ties, Tough Love: Giving Constructive Feedback.

Objectives

 Learn skills that are essential to successful people management;
 Put the concepts learned to use in between sessions and receive coaching and
feedback in a safe and encouraging environment; and
 Take away one tool or concept from each module to add your managerial toolkit.

Audience
This program is designed for managers who are new to the responsibility of directly supervis-
ing people. It works well as a stand alone workshop or as a subset of a larger manage-
ment training initiative.

Our Approach
We know time is precious. “New Manager Coaching Series” is customized to offer between six - ten
modules typically over a period of three - four months. Each module is only seventy-five (75) minutes
so the training becomes part of a regular work day. This is similar to providing one - two days of
training only it is broken into smaller segments that make it easier for participants to practice and re-
tain the concepts.

Group size is held to five - eight participants in order to maintain a safe environment where partici-
pants feel at ease with each other and with their ability to try out the concepts and discuss their ac-
tions with the group. This smaller group size has the additional benefit of promoting camaraderie
amongst the managers.

practical application. A balance between establishing a concept and facilitating discussion
around the group’s own experiences is used to ensure participants connect


No Bad Hires: A Great Approach
to Staffing
From pre-interview (job postings) to post-interview (extending an
offer) you are sending messages to your candidates that brand
your organization. What are you telling your candidates today?

The course goes beyond teaching managers how to interview. It
provides an entire recruitment process that focuses on branding,
is practical, and scales for any size company.
An excellent resource!

Objectives

 Understanding the brand marketing approach to recruitment;
 Recognizing and establishing a holistic process (pre-, interview, and post-interview);
 Practicing behavioral interviewing techniques; and
 Identifying how to make these tools work effectively in your organization.

Audience
This program is designed for all managers and employees who are involved in any part of the
staffing process including: creating job descriptions, requisitions, recruiting, interviewing, hiring,
extending an offer, etc.

Our Approach
We work closely with the organization to ensure the course fits the company's size, industry, culture,
and current recruitment tools being used (if any).

“No Bad Hires” is customized into a one- or two-day workshop designed to sharpen the recruitment
process for the organization and the interviewing skills of individuals who are involved with recruiting.
Coach Effect offers follow-up consulting for companies wanting additional support on implementing the
process.

The book, No Bad Hires: Your Guide to Great Staffing, is provided to all participants. It is a great
resource and companion tool following the workshop.

practical application. A balance between establishing a concept and facilitating
discussion around the group’s own experiences is used to ensure
participants connect the concepts they learn with their everyday work.


Team Problem Solving
One of the most practical ways for organizations to save time
and money is to create a culture that seeks to continuously im-
prove how they work. Any company can use this framework to
establish problem solving principles in their organization.

Based on six sigma principles, this course gives you the Fortune
100 concepts in a package that is just right for your company.
Employees receive the tools and understanding they need to
begin problem solving on any area of the business.

Objectives

 Understanding the role of the organized team in problem solving projects;
 Learning the six steps to problem solving and how to apply each step; and
 Identify which tools work best under different circumstances to support the process.

Audience
This program is designed for all employees at all levels. It is sometimes used in conjunction
with a problem solving, continuous improvement, or cost-savings initiative.

Our Approach

“Team Problem Solving” is customized into a two-three day workshop that brings the six steps
to problem solving to life for the participants. Examples used in the workshop are custom-
ized to ensure relevancy for the participants. Coach Effect offers follow-up consulting for
companies wanting additional support on creating a culture of continuous improvement.

To increase the retention and use of the newly learned skills we follow-up the workshop with
three (3) seventy-five (75) minute group conference calls to provide coaching and assistance
to the participants.

around the group’s own experiences is used to ensure participants connect the
concepts they learn with their everyday work.


Extraordinary Leadership:
Inspire the Leader Within
Stopping to take a look in the mirror is often what is needed to help
break through to the next level. To be an extraordinary leader of oth-
ers, you must be willing to look at what you are doing to lead your-
self.

This introspective hands-on workshop allows participants to create
their own professional roadmap for self-leadership.

Objectives

 Create space for self-reflection;
 Determine how personal self-leadership connects to managing and leading others;
 Uncover natural strengths and opportunities for refinement; and
 Identify behaviors, actions, and shifts in thinking that will support success.

Audience
This program is designed for small groups of managers or leaders who are at similarly situ-
ated levels in the organization. It is sometimes used as a part of a larger overall manage-
ment or leadership development initiative.

Our Approach
“Extraordinary Leadership” is a hybrid of accountability group, facilitated learning, and book club. The
Leadership Guidebook is a journaling tool and the main handout for the course. Participants work
through each section at the same time. There is flexibility in delivery ranging from three - nine ses-
sions based on company need. This is similar to providing a two day workshop only it is broken into
smaller segments that make it easier for participants to practice and retain the concepts.

Group size is held to five - eight participants in order to maintain a safe environment where partici-
pants feel at ease with each other and with their ability to discuss insights openly. This smaller group
size has the additional benefit of promoting camaraderie amongst the managers.

around the group’s own experiences is used to ensure participants connect


Public Speaking
“Practical”, “Energetic”, “Informative”, and “Engaging” are just a
few of the words used to describe Coach Effect's presenters. We
work with corporations, associations, and not-for-profits to pro-
vide participants with delivery and content that is useful, memo-
rable, and enjoyable.
Types of public speaking engagements include:
 Keynote presentations
 Seminars/Workshops
 Webinars/Tele-courses

Topic Samples Sample Past Speaking Engagements

Leadership Development Leadership Excellence Summit – US Naval
 Get CLEAR! Communicating for Power- Academy & Academy Leadership
ful Results
 Increase Your EQ: Increase Your Suc- National Association of Bar Executives Chief
cess Staff Executive Retreat
 Understanding the Ins & Outs of
Coaching Society of Cable and Telecommunications
Leadership Development Conference
Career Development
 How to Love Networking
Associated Builders and Contractors Presi-
dents Conference
 Back in Control: Thrive with Change
 Create Your Brand Identity: Interview
Society of Human Resource Management—
Well & Land a Job You’ll Love
IL & OK State Conferences, Northern Cali-
fornia Annual Conference
Strategic Recruitment
 No Bad Hires: How to Attract and Hire International Association of Lighting Design-
Great Fits for Your Organization ers National Conference
 How to Brand Market Open Positions &
Find the Best Candidates American Physician Scientists Association
Annual Meeting
Organizational Development
 Employee Engagement on a Shoestring Corporate Relocation Council of Chicago
Budget Monthly Meeting
 Cultivating Courageous Communication
 Aligning Corporate Goals to Everyday
Work


About Us
Coach Effect is a leadership and organizational effectiveness boutique.
Our mission is to make a sustainable positive impact in every work-
place we touch by increasing employee engagement and supporting the
development of managers and leaders. We do this through coaching,
consulting, seminars, and workshops.
Coach Effect is comprised of independent business savvy executive
coaches and organizational development consultants. We match
coaches with managers based on individual needs. Our coaches have a
range of different functional backgrounds, professional experiences, and
geographic locations. Meet our team.

Ian Blei Alex Michas, PhD
Ian has been helping businesses go from Alex applies principles of organization de-
the brink of bankruptcy to snowballing velopment and change to help clients dis-
success for over 30 years. Ian blends In- cover and overcome complex individual,
dustrial Design/Engineering, Operations team, and organizational obstacles. Keenly
and Management, with Philosophy, Psychol- aware of organizational challenges, he
ogy, Coaching, Chaos Theory, and the bridges individual performance issues with
Natural Sciences to help companies save workplace concerns like organizational
millions & boost productivity. More... systems and culture. More...

Troy Rackley, CMC Gail Sussman-Miller
Troy excels at helping other people Gail increases cultural competence, ex-
achieve their goals & dreams. He is a pands employee engagement, reduces
Certified Master Coach with 20+ years in turnover, strengthens emotional intelligence
operations management which includes 7 and helps individuals apply their personal
years in Australia. Troy has done extensive power and leadership for the sake of the
work with the Lominger suite of leadership greater good. She helps people live and
development products and emotional intel- work from choice rather than obligation.
ligence coaching. More... More...

Glen Wagner Diane Wilson
Glen's passion is equipping leaders to Diane has focused more than 20 years on
break through personal and organizational issues related to the human side of work
challenges on their way to achieving peak with a specialty in helping executives man-
performance for themselves and the or- age change. She offers coaching and
ganizations they lead. He has worked with counseling, management training, college
leaders at all levels in a cross section of teaching as well as organizational consult-
organizational settings. More... ing. More...

Jennifer Mounce, SPHR
Jennifer’s passion lies in making a positive and valuable impact
in organizations through coaching and leadership development
with individuals who manage or lead others. Jennifer uses her
expertise to partner with companies and increase their overall
effectiveness by coaching, training, and consulting with mid– and
senior level managers. More...


Jennifer Mounce, SPHR
President/Executive Coach

Jennifer Mounce, SPHR, is an expert in leadership development and organiza-
tional effectiveness. Jennifer’s passion lies in making a positive and valuable
impact in organizations through direct interaction with individuals who manage
or lead.

Jennifer has significant experience coaching mid- and senior level leaders, facili-
tating workshops, and consulting on employee engagement. Jennifer is sought-
out to work with leaders who are excellent technically, valued by their organiza-
tion, and want to refine their: communication skills, relationship building skills,
ability to navigate politics, or people management skills. Workshop facilitation
includes a variety of topics such as: coaching skills, courageous communication,
EI skill building, and interviewing for no bad hires. Jennifer's employee engage-
ment consulting work has found her creating unique hybrid approaches to client
challenges, implementing 360 feedback systems, designing strategic plans to
effectively utilize employee survey feedback, and conducting appreciative inquiry-
based assessments.

Jennifer’s work has provided lasting results in a wide range of organizations of
all sizes including: Destination Hotels & Resorts, Inova Health System, Baxter,
Yahoo!, Capgemini, Leo Burnett, Hu-Friedy Manufacturing, US Cellular, and OSI
Industries. Clients appreciate Jennifer's business savvy. She is uniquely quali-
fied with her prior corporate background and current consulting expertise in
leadership development to specialize in working with leaders.

Jennifer is a published author of Leadership Guidebook and No Bad Hires. She
is also a professional speaker that audiences describe as "energetic, engaging,
educational, and entertaining."

Giving back to the professional community is an important part of Jennifer’s life.
In Chicago, Jennifer actively participated in the Society of Human Resource Pro-
fessionals, a local SHRM chapter. She was on the board of directors for 7
years including being President of the chapter. Jennifer also served on the
workforce excellence committee of the Chicagoland Chamber of Commerce. In
San Francisco, Jennifer serves on the programs committee for the ASTD Golden
Gate chapter.

Jennifer graduated from the Coach University Coach Training Program. She
received her Bachelor’s in Communications from University of Illinois and Mas-
ter’s in HRIR from Loyola University Chicago. She is a certified Senior Profes-
sional in Human Resources.

Jennifer can be found on her road bike, at a spin class, or going for a hike
when not working. She and her husband, Jeff, take advantage of the beauty
and wonderful outdoor activities the Bay Area has to offer.


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