Who it is for
For the leader who carries decisions for other people.
If you are called on to make decisions that affect more than one person, you are an executive leader. That may be a team, a team of teams, a business unit, or the enterprise.
You might be a:
What brings leaders here
Most leaders arrive at a turning point.
Some come on their own and some are sent with care. The reasons tend to look like these.
A new or bigger role
The decisions get larger, and the old playbook stops working.
A transition
You are between one season of leading and the next.
A plateau
You keep hearing the same feedback, and what once worked is no longer effective.
Burnout
The work gets done, but you are exhausted and depleted.
A team stuck in friction
You can see the tension and have not yet found what is causing it.
A gap someone has named
Your organization has seen something it wants developed, and you want to grow into it.
What coaching builds
Four capacities leaders need.
This is growth in how you think and see, not only in what you know. Navigating complexity well is scarce.
Make a judgment
See the beliefs under your read of a situation, test them, and then confidently make the call.
Hold paradox
Stay with two true things that pull against each other, without rushing to resolve them.
Decide without a clear answer
Commit to the best answer available now, and keep your footing when it is imperfect.
Stay anchored in purpose
Know why you lead, so your purpose does not get diluted by the pressure.
How it works
Coaching that moves toward outcomes you name.
Each engagement is shaped around the leader’s growth and what the organization needs.
1
A conversation
A discovery call to see whether coaching fits, and what you or your organization hope will change.
2
Agreed outcomes
We name what success looks like, for your growth and for the organization you serve.
3
The coaching sessions
Typically nine to twelve sessions of 90 minutes, two to three weeks apart, or closer together when the need is urgent.
4
Work between sessions
Reflection and engaged practice are the core of the work. Time between sessions is your laboratory for learning.
Powerful growth tools
Tools that help you see yourself clearly.
This is a sample of tools for our use in the engagement. We might use one or more, and we can, metaphorically, “choose the club that’s right for the shot.”
Assessment
5 Voices
Understand your leadership Voice to help you better lead yourself and understand your own strengths, weaknesses, preferences, and values.
Framework
The Order of Discovery Model
Learn the importance of when you discovered your Identity and your Calling & Purpose, and how they are expressed in the Vehicle of work.
Toolkit
GiANT Worldwide Toolkit
A set of visual mirrors for seeing yourself, your team, and your culture.
Template
The Life Line
A template for mapping the story of your life, so you can see what has shaped how you lead.
Assessment
The Birkman Method
A personality assessment of how you work, what you need from others, and how you behave under stress.
Feedback
Korn Ferry 360
Feedback from the people around you, gathered and summarized for your coaching.
Your coach
Brian Schutt
Professional Certified Coach, ICF
Brian spent twenty-six years at Intel as an executive and enterprise Agile coach, including a full-time leadership coaching role that reduced middle- and senior-manager attrition. The role was part of Leadership Fitness Coaching, a program that won the International Coaching Federation’s 2022 Prism Award for Organizational Programs.
He holds a psychology degree and is an ICF Professional Certified Coach, a certified Integral Coach through New Ventures West, and a certified assessment interpreter for GiANT’s 5 Voices, The Birkman Method, and Korn Ferry’s 360 and 4 Dimensions.
Your spiritual tradition or background will always be acknowledged and respected. Brian strictly follows the Code of Ethics published by the International Coaching Federation.
What clients say
“I highly recommend Brian and his team. Brian provided helpful feedback, ideas and resources for me during a critical juncture. He is a terrific listener, and he asks such helpful questions that solutions start to become apparent. The pathways and suggested ideas for identifying solutions are invaluable. And, above all—he sincerely cares about you as a person along the way.”
Ian Nelson
Vice President, non-profit
“After discussing funding and product development options, I realized I needed to focus on the school curriculum to establish a strong foundation for the business and a springboard for my invention. Over the past 18 months, I have changed the school’s structure, making it sustainable and scalable. I can also clearly see how my invention seamlessly fits into the new curriculum structure.”
Erica Calvert
Founder and Owner, Airshine Music School
Who it is not for
This is not for someone who does not want to invest in themselves: to understand what is negatively affecting their mindset, to become aware of the emotions they feel, or to learn what drives the choices they make. If that is where you are, we will say so plainly.
Coaching is not therapy. When something clinical surfaces, we refer.
Next step
Begin with a conversation.
Thirty minutes, no pressure and no pitch. We talk about what you hope will change. If you are asking on behalf of a leader in your organization, the first step is the same.