Our Coaching



Engaging a coach, for yourself, a team member, or your entire team, is an investment not only in yourself, it is also an investment to those you lead and collaborate with.  Coaching helps you go from great to greater and to be the best version of yourself.  Coaching is as individual as you are.  It is both personal and professional.  

Coaching helps you to see things from a different perspective, uncover blind spots, to challenge, inspire and stretch yourself to new heights to achieve breakthroughs that were not before possible.  Coaching takes you from there you are, to where you want to be.  All coaching is confidential.  

Our Process

Our coaching process is a 6–12-month commitment and includes the following:

  • 2 coaching sessions per month or a total of 12-24 coaching hours

  • Unlimited email support from the coach

  • Coachee completes a new client packet
  • Coachee completes Emergenetics (Human Behavior Assessment - Neuro-Science based)
  • The EQ (Learning In Action) Assessment is an optional part of the process to be determined jointly between the coach and the coachee to complete

  • Coachee’s stakeholder completes a questionnaire on the coachee (to help focus the coaching and outcomes desired)
  • We recommend 3-joint coaching sessions during the 6-month process with the Coach, Coachee and Coachee’s stakeholder.

    • The first is to review the new client packet, stakeholder's questionnaire and to discuss outcomes desired
    • The second is mid-way through and a check point to see how the progress is going
    • The third is the final session to review how we did and if we will continue coaching
  • All coaching is confidential

  • Coachee is encouraged and given the tools to manage any crucial or inspirational conversations with their team, leadership, peers or stakeholders.
  • These types of conversations can be facilitated in joint sessions with their coach or on their own.

Our Coaching Model

How to Get the Most Out of Coaching

Our Coaching Types:

  • Executive

    Executive coaching is a facilitative one-to-one, mutually designed relationship between the MSBC coach and a key decision-maker who holds a position of influence in the organization. The coaching is contracted to benefit the executive who is accountable for highly complex decisions with a wide scope of impact on the organization. The focus of the coaching is usually on organizational performance or development; it may also include a personal component as well. MSBCoach takes a holistic approach to executive coaching which includes deep behavioral insight and sustained relationships. We know from experience, the higher a leader goes up the ladder the more they rely upon their relationship and interpersonal skills and less on their technical skills. MSBC coaches partner with your executive team to help them achieve the highest level of desired results.

  • Succession

    Choosing the right successor is one of the most critical challenges facing organizations today. In order to survive the projected “talent gap” you must have a clear succession plan in place. This plan will ensure the successor's ability to thrive in the present and the future. Succession coaching provides the focus and space for the identified successor/s to work on needed areas of leadership growth and development in order to create a smooth transition and the right fit.

  • New Leadership Position

    New Leadership Position coaching is a 6-month coaching process that sets new leaders in position to succeed. According to The Center for Creative Leadership, 70% of new leaders fail in their new positions. There are several reasons for this failure, from the inability to move from star performer to star leader, to the inability to adapt to a new culture (when coming from another organization or department). New Leadership Position coaching gives the new leader a coach that will support them to:

    • Learn and adapt to a new environment and culture
    • Recognize and address challenges of moving from star performer to star leader
    • Strengthen and reinforce required leadership competencies
    • Identify and implement “quick wins” to build confidence, credibility, and influence
    • Have a strategic thinking partner, sounding board, challenger and encourager

    Participants in New Leadership Position coaching will meet with their coach twice a month and have unlimited email support. Quarterly joint sessions with their leader and their coach are also recommended.

  • Emerging Executive

    Emerging Executive or High Potential Coaching is for leaders within an organization who have been identified for the next level of leadership. MSBCoach works with the identified leader and their reporting manager to create a 12-18 month development plan based upon the needs of the high-potential leader and the organization. The assigned MSBC coach supports the emerging executive or high potential leader with one-on-one coaching, assessments, experiential learning, readings and skill development. The MSBCoach and the high potential leader have quarterly check-ins with the reporting manager to address the leader’s development, identify any additional needs, and make any necessary adjustments.

  • Millennial Coaching

    Millennial Coaching is specifically geared towards helping the millennial generation succeed within their organization. MSBC offers a segment of millennial aged coaches (born between 1981 and 1996) that work with millennial aged leaders/team members of an organization, as well as, other generations that lead millennial aged employees. 

    In the workplace, millennials desire feedback, development and career advancement. The goal of our millennial coaches is to help millennials improve upon their skills, provide guidance and support to become effective leaders/team members/engaged contributors in their organization. When partnering with other generations that lead millennials, our coaches will help bridge the gap between generations so that they can become a better manager and work more effectively and efficiently with their team.

  • Group & Team Coaching

    In addition to our one on one coaching, MSBCoach offers group and team coaching. 

    Group coaching involves a group of people from an organization that don’t necessarily work closely together but have a common goal to develop specific leadership qualities and skills. MSBC facilitates training to improve leadership skills on an individual level in a group setting. Group coaching allows individuals to learn together and provides an opportunity for individuals to connect and build relationships across the organization.

    Team coaching is geared towards a group of people from an organization that work closely together. MSBCoach helps team members assess themselves on an individual level, how they work as a team and how it impacts the organization. Team coaching helps teams learn as a whole to develop the skills needed to work more effectively and efficiently together to reach their goals.

    Group and team coaching both involve individual reflection, partner work and group work so that people are learning and developing their leadership skills together and from each other. MSBC partners with you to facilitate group and team coaching based on the needs of your organization.

  • Transitional

    Transitional coaching takes place when a person is in the process of change, such as changing careers, or inheriting new responsibilities and projects. This change can be personal, professional or a combination of both. The purpose of transitional coaching is to provide support, encouragement, planning and accountability while the individual is navigating through a career or life transition.
  • Performance

    There are times specific areas in a leader’s work are affected by their inability to successfully perform in a particular area, or they are unable to achieve the desired results. This is where performance coaching comes in. An example of performance coaching might be a leader who is strong in several areas of their leadership yet struggling in an area such as delegation, running effective meetings, executive presence, building alliances or communicating clearly. Even successful leaders will struggle at times and will benefit from focusing on improving certain areas of their leadership. The purpose of performance coaching is for the coach to work with the individual on a targeted area to create an action plan and bring about desired behavioral changes that will lead to success for the coachee and the organization. The area of performance improvement may be identified by the individual, a superior, a “360-degree” assessment, or any combination of assessments and input.
  • Mediation

    There are times when a specific incident or dispute occurs between different parties, whether individuals or a group of people, that require assisted dialogue to work through and see change. Mediation is a process for resolving such disputes between conflicting parties with an intermediary to help guide the conversation to address concerns and find a solution. We provide mediation services to facilitate conversations from an unbiased perspective to listen, observe and capture information to reach an agreement.

    Mediation is beneficial to preserve relationships, encourage change, avoid negative publicity, bring in a positive witness and offer flexibility in the process. Mediation will only be effective if all parties are present in the process and willing to reach an agreement. Mediation services will not be provided if any violence or threats have occurred. 

    Our mediation process involves setting ground rules, acknowledging opening statements and desired outcomes from all parties, communicating relevant information, identifying the specific problem, exploring and evaluating solutions and reaching an agreement that all parties are satisfied with. At the end of the mediation process, the mediator will write up a written document to be signed by all parties based on what all parties have agreed to and committed to as the outcome. 

My coach was great and allowed me to work through some issues of being a supervisor, particularly a new supervisor. I learned that I need to move out of the ‘star performer’ role that I’ve been in for 18 years and to move into a ‘star leader’ role. The relationship I formed with my classmates has been great. It helped me to utilize the expertise of others and ask for help.

participant in Emerging Executive Leadership Program