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C.W.E. Transformational Coaching Overview and Process

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Table of Contents

Table of Contents 2

About the CWE Coaching Experience 3

Client Testimonials/Proven Results 4

Coaching Commitments/Benefits 5

The Coaching Process 6

Resources to Support the Partnership 7

The Coaching Partnership 8

Fees 8

Sample 6-month engagement overview 9

Meet the CWE Coaches 10

Contact Information 16

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ATransformationalCoachingExperience Coaching is a proven process that works when three factors are present:

1. The client is willing to participate and is open to l e a r n i n g a nd growth 2. There is clarity and ownership regarding the key growth areas 3. The client is willing to consistently apply the learning

CWE uses Prosci’s ROI of Change Management Model to support personal transformation and growth. The model requires the coachee to acquire knowledge, apply the knowledge (which the model refers to as unitization), which leads to a level of proficiency and the creation of new leadership behaviors.

About Coaching In today’s competitive marketplace, finding new ways to increase individual and team performance is not an option, it’s a necessity. One proven effective method that positively impacts performance are one-on-one and group coaching. Coaching in the business world is relatively new. In the last five years many corporations have chosen to support top talent by hiring an outside coach. Coaching is not a trend, but a well-recognized value-added talent management tool. In fact, coaching is considered to be a critical component in developing leadership skills. The research indicates that coaching contributes to increased productivity, employee satisfaction, as well as providing increased financial contributions through innovation and efficiencies. A recent study conducted by MetrixGlobal LLC determined that the benefits and return on investment to be as high as 529%. Coaching is not chitchat; it is intended to be a strategic, value-added component to an employee’s development plan. To achieve goals, the participant will be given practice assignments

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(homework). Specific time frames are established to achieve the goals supported by a scorecard. Growth can represent new found challenges, but it can and will be lots of fun!!!

If you, as the coachee are willing to engage in meaningful and deep self-examination, and are open to acquiring new learning, these kinds of client testimonies can be your testimony too~ What Clients Say… “Trudy’ssuperpoweristoaskthemostperfectlyframedstrategicquestionsthatblowmymind,guidemydevelopment,andpushmetothenextlevelofthinking.ShehelpsmetothinkBIG,andfaithfullybelievesinmytalentsandcapacities.”AmeliaFranckMeyer,ChildWelfareSystem Innovator inWellbeingandPermanenceRedesigningChildWelfarewithFamilyastheSolution

“Trudy,youandyourcoachingteamhavebeenatremendousasset inhelpingmebuildingahighperformingteam.Theindividualandgroupcoachinghelpedustogetclearaboutthestrategyandhowtoexecute againsttheplan.”LakeciaGunter,Director,ChiefofStafftotheCEO,Intel

“MypersonalandprofessionallifehavebeentransformedbecauseofthecoachingrelationshipwithTrudyBourgeois.IamachievinggoalsthatpreviouslyIonlydreamtabout.Thankyouforunleashingme.”Dr.CharlotteJones‐Burton,GlobalClinicalResearchProgramLead,Bristol‐MyersSquibb

Proven Results

99% feel more confident

90% feel they that are better equipped to experience success in the business world

90% feel more empowered to take risks

99% report that they have a better understanding of their company’s business model beyond their function

95% report clarity and full ownership of leading their own careers

80% report higher levels of engagement in the workplace

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Coaching Commitment CWE’s coaching commitment to you: Coaching is a partnership. We are passionate about unleashing your greatest potential. This is why we commit to:

1. Be honest, consistent and reliable 2. Assist you in building a customized personal plan to achieve your goals 3. Offer insight into your development based upon our experiences 4. Give you tough feedback in a spirit of love 5. Keeping conversations confidential, except when directed by you or in the event of

physical or mental harm 6. Providing well researched evidence-based models 7. Serving as a sounding board when you need someone to just listen 8. Honor you in every way

Coaching Benefits Coaching provides a risk free, rich environment for learning and development. The development framework used by CWE coaches include: business leadership, people leadership, organizational leadership and self-leadership. The focus placed on these broad areas covers an extensive range of competencies and skills. Some of the key areas reviewed during the relationship include: • Strategic thinking and planning • Collaborative planning • Change agent leadership • Servant leadership • Self-advocacy • Relationship capital • Effective communication • Connecting across differences Benefits are realized in the following areas:

Greater self-awareness Greater clarity for your purpose Enhanced alignment between one’s passion, capabilities and the organization’s needs A blueprint to move from current level to next level of leadership Enhanced internal/external relationships Greater individual and team performance Improved communication effectiveness

Trust, integrity, values alignment 

Interpersonal skills 

Standards and boundaries 

Self‐motivation 

Personal business principles 

Strategic Networking  

Developing a “personal value proposition” 

Conflict resolution 

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Higher levels of emotional intelligence Resilience Authentic capabilities to connect across differences

Recent studies have demonstrated that employee retention is higher when coaching for improved business performance is utilized. Employee retention plays a critical role in an organization’s effectiveness. In fact, coaching for retention reduces the replacement cost from two to three times the annual salary of the employee. This is yet another benefit that organizations receive as a result of using an outside coach.

The Coaching Process Prior to the beginning of the coaching relationship, there is a discovery period. During this phase, there is candid conversation with the participant’s manager to gain an understanding of the culture and the business challenges and objectives, as well as the key areas of development. In addition, CWE coaches are intentional about seeking to understand and leverage internal training programs that might compliment and accelerate the benefits received during the coaching relationship.

The entire coaching process is focused on helping the participant build new capabilities that lead to personal and professional transformation. Practice is the only way to ensure that new behaviors are developed and become a part of one’s default style of engagement. For this to happen, the coach is intentional about creating a relationship with the coachee that is based upon trust and transparency. This step ensures that the conversations are candid, meaningful and actionable. It is for this reason that coaching sessions are kept confidential. The only time a CWE coach would step outside of these boundaries would be if the coach perceived the employee to be in emotional or physical state of harm.

Depending upon the level of the coachee and his/her scope of responsibility, a four-hour strategic coaching/planning session is conducted at the beginning of the relationship. Thereafter, coaching sessions are conducted in one-hour increments two times per month. These sessions are usually conducted by phone but can occur face to face. During these sessions, the coach engages the participant by asking high value, thought provoking questions. Brainstorming, another valuable tool is utilized as well, drawing on analogies based upon real life case studies. These activities lead the participant to examine their current behavior and develop an action plan to adapt or change the behavior that blocks growth and transformation.

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Resources to Support Your Growth CWE coaches draw on a number of resources to accelerate the coachee’s growth including:

1. DISC Assessment Tools 2. Customized 360 Assessments 3. BrainStyles Assessment 4. IDI – (Intercultural Development Inventory) 5. HBDI (Whole Brain Thinking-Hermann Dominance Instrument) 6. Emotional Intelligence (Six Seconds)

In addition to the models and assessments, CWE has developed a number of tools that have been tried, tested and proven to support growth including:

CWE’s growth assessment Blueprint for Growth and Transformation Personal Scorecard Journaling Case Studies

Incorporating articles and books written by Trudy Bourgeois, CWE coaches also draw on a number of models to support the coachee’s growth, examples include:

Fixed versus growth mindset, Carol Dweck The Dreaded Drama Triangle, Dr. Stephen Karpman TED* The Empowerment Dynamic, David Emerald Competence Continuum, Noel Burch

Books, Ted Talks and More

The Neuroscience of Learning: A New Paradigm for Corporate Education, The Royal Society

Coaching with the Brain in Mind, by David Rock EQUALITY, Courageous Conversations about Women, Men and Race to Spark a Diversity

and Inclusion Breakthrough by Trudy Bourgeois Her Corner Office, 2nd Edition, by Trudy Bourgeois The Hybrid Leader, by Trudy Bourgeois The Future World of Work -PWC (Price Waterhouse Cooper) Time to Change the Pecking Order (Ted Talk) Are You Color Blind or Color Brave (Ted Talk) Want to Overcome Your Biases: Walk Boldy Toward Them (Ted Talk)

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The Coaching Partnership: The Coachee’s responsibilities:

Prepare for the calls Call at the scheduled time Notify CWE at least 72 hours if you know that you will not be able to keep your

appointment, so that we can reschedule (calls that are cancelled with less than 24 hours notice will not be rescheduled and will be charged as a completed call)

Be honest in letting the coach know if your expectations are being met Do the homework! Openly communicate your needs Never compromise your values (if you are uncomfortable with anything let the

coach know) Use your personal action plan guide (Blueprint) Track your progress and the impact upon the business (Scorecard) Create a leadership deck to convey and promote your learning and growth

The Coach’s responsibilities:

To offer you insights on new paths to support growth and help you achieve your goals To listen and understand your point of view To encourage you to examine all situations from a balanced perspective To utilize assessment tools and cutting-edge research to assist the developmental

process To challenge your thinking and worldview To honor the confidentiality of our dialogue To offer validated methods of grow To outline, based upon research, proven leadership behaviors that when adopted

will enrich your value and impact to the organization To ensure that you are motivated and inspired for growth

Fees Coaching fees range from $15,000-$25,000 depending upon the level, the assessments used and the length of engagement. A typical 6-month relationship with one assessment, one strategic coaching/planning session, 2 calls a month, 3 manager/key stakeholders debrief calls, coaches prep and debrief activities per month represents a $18,000-$20,000.00 investment. Fees increase based upon a customized configuration for C-Suite leaders. Group Coaching can be customized to support an internal group or individual participants can select to become a part of a group. The prices for group coaching is determined based upon identified development areas, number of times that the group comes together face to face versus phone and assessments. If you are interested in group coaching, please call us for more details.

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Feesassociatedwithtravelforindividualorgroupcoachingsessionsarebilledseparatelybaseduponactualreceipts. A Snapshot Sample View of a Six-Month Coaching Engagement

Are you Ready to Get Started?  

 

 

 

 

Discovery

Discovery/ Assessments Key Stakeholder Alignment Manager call

Application

Goal Setting/

Face to Face

Coaching Manager and Key

Stakeholder check in

Coaching Manager and Key Stakeholder check in

Coaching Coaching Coaching

Application

Application

Coaching

Application

Scorecard Scorecard

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Trudy Bourgeois is a former senior sales and marketing executive with more than 36 years  of  experience  transforming  companies  into  high  performance  organizations.  Trudy  has  extensive  sales  operations,  talent  management,  strategic  planning  and marketing expertise.  She  is  known  for developing next‐  generation  leaders.  Trudy’s commitment to excellence, forward thinking and strategic skills led her to become the first  African  American  female  appointed  to  the  VP  level  at  Brown  &  Williamson Tobacco. Dollars and Sense Magazine honored Trudy as one of the “Best and Brightest Women Leaders.”   

She  was  tapped  by  the  CEO  to  spearhead  the  company’s  first  multicultural  marketing  strategy.  Trudy launched  a  pilot  program  targeted  at  the  Hispanic  population  resulting  in  more  than  $55  million  in incremental sales. She also co‐created the company’s first women’s employee resource group. 

Her strong problem solving, and collaborative abilities motivated her to form B&W’s first dedicated cross‐functional team’s strategy to drive national and global innovative sales and management of the corporation's top customers. Her efforts effected the creation of a trade marketing department which built a bridge to higher  collaboration,  ownership  and  accountability  between  sales  and marketing.    During  her  corporate career, Trudy compiled a proven  track  record  for  serving as a  leader who could  create and  sustain high‐performing teams based upon her three‐prong approach — focusing on the customer first and foremost, developing and optimizing talent, and looking to the future to maintain relevancy and sustainable value.  

The focus on creating a culture where every employee was treated fairly and afforded equal opportunities led to a reengineering of the company’s talent management strategies.  These new strategies enhanced the company’s ability to upgrade talent. Prior to the current day focus on “sustainability”, Trudy led the creation of  a  company  initiative  endorsed  by  the  Chairman  and  the  board  to  build  a  go‐to market  strategy  that featured corporate responsibility. Under her  leadership,  the company gained a competitive advantage by taking the position to engage under the north star of “being a principled company in a controversial industry".   

In 2001, Trudy  founded The Center  for Workforce Excellence and  is CEO of  the company.   CWE  is an  in‐demand leadership development company, with service offerings that include training, coaching, consulting.  CWE specializes in workplace transformation through organizational cultural change. CWE develops leaders who can create inclusive cultures that produce better business results. 

A renowned and respected authority on leadership development, change management and diversity, Trudy is a bestselling author of four leadership books, and a speaker and trusted advisor to C‐suite executives. A featured blogger  for The Huffington Post,  Trudy has earned a  reputation as a  respected  truth‐teller who 

Center for Workforce Excellence Coaches

Trudy Bourgeois Founder and CEO

The Center for Workforce Excellence

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combines candor with humor to foster courageous conversations necessary for change to take place. She also writes  for numerous magazines and digital  publications  including The Washington Post  and Harvard Business Review.  

Trudy has a Bachelor of Business Administration from Loyola University in New Orleans and has participated in numerous executive leadership programs focused on sales operations, strategic planning and leadership development. She has also served on several nonprofit boards, including the Network of Executive Women, Southwestern University, Dallas Chapter of WBENC (Women’s Business Enterprise National Council) and The University  of North  Texas  PLP  (Professional  Leadership  Program)  and  numerous  committees  focusing  on Special Olympics. She currently serves on the advisory committee for WOCIP (Women of Color in Pharma) a nonprofit organization dedicated to closing the representation gaps for women of color in the pharmaceutical industry.  Trudy  recently  accepted  an  appointment  to  the  Diversity  and  Inclusion  Advisory  Council  for Conscious Capitalism and to the Global Consumer Goods CEO Pledge Committee in conjunction with LEAD (Leading Executives Advancing Diversity). 

Trudy has been married for 38 years and is the proud mother of two children, Adam and Mary Ellen. The family welcomed a son‐in‐law (Ryan) in 2017.  Trudy resides in Prosper Texas.  

 

 

 

 

 

 

 

 

 

 

 

 

 

DR. KAREN M. DYER, consultant, was formerly the Director of the Education and Nonprofit Sector for the 

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Center for Creative Leadership (CCL).  Having served in this capacity for seventeen (17) years,  she  was  responsible  for  leading  the  work  that  insured  CCL’s  portfolio  of programs, products, and resources were made available to social sector leaders (e.g., nonprofit, higher education, and pre‐K‐12)  ‐ enterprise wide. As a member of CCL’s Management Team, Karen contributed to being both the internal and external liaison involving  CCL’s  work  in  the  social  sector.  Karen  was  a  facilitator  of  the  Women’s Leadership  Program  and  as  an  Honorary  Senior  Faculty  she  continues  to  provide support to CCL in an adjunct trainer role. 

Prior  to  this  position Karen was  the Executive Director of  the Chicago Academy  for School  Leadership,  a  position  to  which  she  was  recruited.    In  this  role  she  was  tasked  with  building  a leadership academy that provided rigorous, results‐based professional development for educational leaders in Chicago.  

Previous to this, Karen served as the Executive Director of the Bay Area and North Bay School Leadership Centers, both part of the California School Leadership Academy.  

She  supervised  the  delivery  of  instructional  leadership  programs  to  school  site  and  district  leaders,  key teacher  leaders, and school  teams throughout  five San Francisco Bay Area and seven Northern California counties.  In addition, she acted as a coach/facilitator of individual educators, school and district teams, and parent and community groups focusing on student success. 

Karen has been a school district administrator, school principal, reading/language arts specialist, teacher of regular and gifted education at both elementary and middle grades, and an adjunct professor at California State University, Hayward and Nova University.  

Karen  has  made  presentations  at  numerous  conferences  representing  national  and  international organizations as well as having done consultation work with corporate clients, nonprofit organizations/NGOs, and school districts throughout the United States, Singapore, and India.  She is the co ‐ author of the book, The  Intuitive  Principal  and  author  of  several  articles  and  modules  on  leadership.  She  serves  on  several nonprofit boards. 

Karen holds a Bachelor’s degree from the University of California, Berkeley, a Masters of Education degree from Holy Names University  in Oakland, California, and a Doctorate in Education Administration from the University of the Pacific in Stockton, California. 

 

 

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BECKY ELHARDT‐KIEL  has  had  a  l ife  of  growth,  moving  forward  with intention,  and  facing  adversity  with  courage.  she  reaches  for  a  l ife that  is  joyful,  fi l led  with  family  and  friends,  deep  personal fulfi l lment,  self‐awareness,  and  always  personal  growth.  she  has repeatedly  taken  calculated  risks,  bridging  any  knowledge  gap,  and had the opportunities to be a national top mortgage banker, mother, bible  study  teacher,  lecturer,  and  part  of  the  women’s  leadership 

ministry  team.  she  has  become  a  qualified  coach,  developer  of  leadership,  teams,  and individuals.  one  of  her  basic  needs  is  to  add  value  to  people  daily.  she  does  this  through empowering her clients to growth in every part of their l ives.     

She moved  from Minnesota  in 2014, and now resides  in Plano, TX, where  they  live close  to her brother, and her parents.  Becky loves being the wife of Kevin, mother to her sons, James and john, and stepmom to matt, anna, and grandmother to Aurelia. 

Becky completed Professional Co‐Active Coach training and began to coach  in 2011.   She began coaching 

individuals, couples, and parents of complex children. Often, she worked with clients to gain self‐awareness, 

emotional intelligence, and clarity regarding transitions and choices they were making, or discomfort in their 

daily  lives.  She  has walked  alongside  families with  complex  children,  especially  parents  of  children with 

Asperger’s Syndrome, and children who need special parenting.  Her business has grown to include coaching 

executives  and  their  teams,  facilitating  and  teaching  leadership  development  and  team  cohesion.  Her 

background in Mortgage Banking, and as a speaker, trainer, and member of the leadership team for women’s 

ministries at her church have informed these new roles she’s embracing, along with the additional training 

she’s pursued.  

MEMBER OF THE JOHN MAXWELL COACHING, SPEAKING & TRAINING TEAM, MENTORSHIP PROGRAM, AND 

AN AMBASSADOR IN THE JOHN MAXWELL CLUB: (2014‐present) Becky has received certification to use John 

Maxwell’s material in her leadership development with individuals, master mind groups, and leading in the 

pursuit of personal growth. The extensive training and mentoring she has received have been comprehensive 

and gives her added value for her clients. 

CERTIFIED BY STRENGTHS STRATEGY, LLC: (2015‐present) Becky coaches using the Gallup Strengths Finders 

2.0 Assessment with tools to bring individuals and teams into much greater synchronicity with themselves 

and others.  Knowing who one is, and is not, leads to leaps in self‐awareness and acceptance, and finding the 

place  where  your  strengths  and  passions  intersect.  Strengths  coaching  leads  to  greater  engagement, 

enjoyment of life, and lowers stress levels in all areas of life. 

 

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Keith Pigues  is  a  thought  leader  and widely  sought‐after  speaker  and  advisor  on company growth and strategic marketing. His experience includes c‐suite executive leadership positions in marketing and strategy. He also served as a tenured professor of  Management,  dean  of  the  School  of  Business  and  Senior  Academic  and Administrative  Officer  at  North  Carolina  Central  University.  He  is  co‐author  of Winning with Customers: A Playbook for B2B (Pigues and Alderman, Wiley & Sons, 2010). He has more than 25 years of experience in marketing, strategic planning and sales leadership at firms ranging from the Fortune 100 to mid‐market private equity backed firms in a range of industries, including information technology, healthcare, agriculture biotechnology, automotive,  commercial printing and building products. 

Keith has held executive positions in marketing and strategy at CEMEX, RR Donnelley, ADP and Honeywell International.  Keith  serves on  the board of directors of  the Office of Mortgage Settlement Oversight and  the Research Triangle Foundation. He also serves on the board of advisors for the Frank Hawkins Kenan Institute for Private Enterprise. He previously served as an independent director for Prometheus Group, a private‐equity backed software company, as well as a board member for the Business Marketing Association (BMA), where he was board chairman. 

Keith’s accomplishments and contributions as a business executive, speaker, thought leader and author have been recognized by Best Seller TV, the C‐Suite Book Club, Inc. Magazine, Frost & Sullivan, Canadian Marketing Association,  Consortium  for  Graduate  Study  in  Management,  BtoB  Magazine,  Business  Marketing Association, American Marketing Association, Yahoo! Finance and CNBC. Black Enterprise Magazine named Keith as one of its top executives in marketing and advertising for 2011. B2B Magazine recognized him as a leading senior marketing practitioner and a member of “Who’s Who in B‐to‐B” in 2007 and 2010. He was awarded  the  Frost  &  Sullivan  Marketing  Lifetime  Achievement  Award  in  2007.  Keith  received  his MBA  from  the  University  of  North  Carolina  Kenan‐Flagler  Business  School,  where  he participated in an international exchange program at Manchester University School of Business in the United Kingdom. He also received a BS in electrical engineering from Christian Brothers University. 

 

 

Ancella Livers, Ph.D. is a skilled leadership development professional at the Center for Creative Leadership (CCL®) who has worked with thousands of managers and executives over the last 18 years. While most of her clients have been in Fortune 500 companies, Ancella  has  also  worked  with  government  agencies  and  nonprofits.  For  12  years, Ancella worked at CCL® where she held a number of leadership roles including global director  of  open  enrollment  programs,  global  program  manager  of  CCL’s  flagship offering the Leadership Development Program (LDP®) and program manager of several other programs including the African‐American program and the Women’s Leadership program. Further, she has deep expertise on diversity issues, particularly those focusing 

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on African Americans and women. Ancella left CCL for several years to join The Executive Leadership Council® (ELC) where she served as the Executive Director of the Institute for Leadership Development and Research. She returned to the CCL as Senior Faculty in 2011. Prior to her work in leadership development, Ancella spent a decade as  a newspaper  journalist  and held  roles  as  acting business editor  and Capitol Hill  reporter  for Gannett News Service. Ancella has also written extensively. She is co‐author of the book Leading in Black and White: Working across the Racial Divide and of the Harvard Business Review article “Dear White Boss.” Most recently, she has co‐authored the chapter “Miasma: The Dynamics of Difference” in the casebook, Leading Across Differences. She was recently named one of the nation’s top 90 women mentor leaders by Women of Wealth magazine  and  is  a member  of  the  Antioch  University  Board  of  Governors,  Triad  Stage  Board  of Trustees 

Susan Bean has worked with leaders from around the world, helping them develop as individuals and understand their  role within  their organization,  the  team on which they function, and the values by which they operate. She combines her experience of having lived on four continents with her ability to understand organizations and their need to effectively align people and teams with business strategy. With over 14 years of experience in organizational effectiveness and talent management, Susan’s work has spanned a broad spectrum of industries, both in the U.S. and overseas, including 

Fortune  500  corporations,  entrepreneurial  family‐owned  businesses,  and  government  and  non‐profit organizations.  Her  experience  is  complemented  by  an  MSc  in  Human  Resource  Management  and Organizational Development  from  the University of  London, with  a  focus on  International HR,  Expatriate Selection and Measurement. 

Having coached business and government leaders from nations as diverse as Azerbaijan, Germany, Colombia, and Benin, Susan brings a multicultural perspective to her work. Born and raised in the UK, she completed undergraduate  research  in  Latin  America  before  spending  two  years  in  Japan  working  for  the  Toyama Provincial  government. While  living  in  Italy,  Susan  consulted  for  the Governor  of  Treviso  and  numerous cabinet ministers on cross‐cultural business skills and  international  relations. Moving  to  the U.S.  in 2001, Susan  provided  cross‐cultural  business  skills  training  and  multicultural  team  effectiveness  to  BMW Manufacturing in Spartanburg, SC. 

From 2002‐05, Susan was the Manager of Executive Development for Walmart, working with the executive team  to  create  programs  for  the  global  officer  population.  Susan  currently  provides  comprehensive, assessment‐based Coaching to executives, high‐potential employees, and newly‐promoted leaders, engaging them in individualized development processes that focus on personal growth and alignment with strategic business objectives. Working with leaders transitioning to positions of business impact, she helps individuals address leadership, environmental, and cultural barriers to greater effectiveness. 

Susan’s methods  for working with  leaders — whether  it be  in  the C‐Suite or on the  front  lines — deliver powerful, lasting results to individuals and organizations. 

 

 

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