Jim has walked in their shoes.  He brought over 30 years of leadership and executive management experience (SVP level)  to the table when he founded his coaching practice in 2008.  

Jim has 17 years and 2,500 hours of coaching across a broad array of industries and executive clients, including the organizations featured in the rolling list of Jim's clients above.

 Jim brings unique experience working with clients who are seeking to bridge success in a technical or operational early career role to being equally powerful at the executive leadership level.

Jim uses the coaching approach that has been defined and continuously refined since 1995 by the The International Coaching Federation (ICF).

This approach promotes a coaching approach rooted in partnership, empowerment, and transformational outcomes. The ICF emphasizes a client-centered methodology where coaches facilitate self-discovery, clarity, and action through powerful questioning, active listening, and non-directive engagement. Rather than offering solutions, ICF-certified coaches empower clients to generate their own insights, build confidence, and achieve sustainable results.

ICF’s approach is structured around Eight Core Competencies, categorized into four domains:

1. Foundation:

   • Demonstrates Ethical Practice: Coaches maintain high standards of integrity, confidentiality, and professionalism in all interactions.
   • Embodies a Coaching Mindset: Coaches embrace continuous learning, self-awareness, and adaptability to foster a growth-oriented perspective.

2. Co-Creating the Relationship:

   • Establishes and Maintains Agreements: Coaches define clear agreements with clients on goals, roles, and responsibilities.
   • Cultivates Trust and Safety: Coaches create a supportive environment where clients feel respected, valued, and comfortable sharing openly.

3. Communicating Effectively:

   • Maintains Presence: Coaches remain fully focused, flexible, and responsive during sessions.
   • Listens Actively: Coaches attentively hear not just words but also emotions, context, and underlying meaning.

4. Facilitating Learning and Results:

   • Evokes Awareness: Coaches use powerful questioning and reflection to help clients uncover new insights and perspectives.
   • Facilitates Client Growth: Coaches support clients in defining actionable strategies and building accountability.

These competencies ensure that Jim, like all ICF-certified coaches, delivers impactful coaching, which fosters meaningful client transformation, strong results and respect for their leadership skills.

ICF certification is important because it establishes the coach's credibility and professionalism within the coaching industry.  It demonstrates that they have met rigorous standards, including comprehensive and on-going training, adherence to ethical guidelines, and mastery of core competencies.   

A typical coaching engagement lasts about six months, includes  one or two assessments and 12 coaching sessions.   The assessments help the client understand their unique strengths and areas to develop further.  From that clarity, clients and Jim formulate specific development objectives and the initial plan for the early sessions.   Typically, the goals and new behaviors get more specific as the coaching progresses.  Sometimes, they  change dramatically!  Engagements can be extended or shortened as needs get clearer.

To maximize the value of a coaching engagement, clients should plan to dedicate at least 1-2 hours of independent work between coaching sessions. This time allows you to reflect on insights, explore challenges, and implement strategies discussed during coaching. The more time you invest in trying the new approaches, the more improvement you will see. 

Here’s what this independent work might involve:

1. Reflection and Journaling: Clients are encouraged to reflect on the key takeaways from the coaching session and document their thoughts, feelings, and progress. This helps solidify insights and identify areas that need further exploration.

2. Actionable Steps: Clients define specific actions or tasks to work on between sessions.  These may include applying new strategies, tackling identified challenges, or making progress toward defined goals.

3. Skill Practice: For those building specific skills, this time might involve practicing techniques, such as communication, decision-making, or leadership strategies, in real-world scenarios.

4. Reading or Research: Coachees may be asked to review articles, case studies, or other resources that align with their development goals to deepen understanding and inspire new ideas.

5. Tracking Progress: Coachees keep track of achievements, obstacles, and lessons learned since the last session. This provides a basis for discussion and further refinement of strategies in the next meeting.

This commitment ensures the coaching process is active and impactful, transforming insights from sessions into tangible, lasting results. The more engaged and intentional the coachee is between sessions, the greater their progress and overall value gained from the coaching relationship.

The investments that you and your company make depend on your development goals and the coaching plan that you, your stakeholders, and your coach develop together!  

That overall development plan could range from one short laser coaching session to deal with a specific challenge, to one that includes one or more more psychometric assessments to help  you set specific goals for a longer engagement, a series of individual sessions, check-in sessions with your manager or stakeholders as the engagement progresses, to post-program reinforcement sessions or resources.   Over my coaching career, I've seen engagements range run from a few hundred dollars to well into five figures.   

Here's the good news!  Over 30 years of global experience and research have shown the common return-on-investment multiples to range from 5 to 10 times,  comparing total return to total investment.  

I hope you'll take advantage of the free information session I am offering to create a range of engagement results for both yourself, your team, and your company.  Then let's talk about the investment it will take to deliver those results to you and your career. 

Studies consistently demonstrate high ROI for professional coaching.  Key findings include:

1. Productivity Increases: According to a study by the International Coach Federation (ICF), coaching clients report a 70% improvement in work performance and a 61% increase in business management effectiveness.

2. Financial ROI: Research from the Manchester Review found an average ROI of 5.7 times the initial investment in coaching.

3. Employee Retention: Coaching helps reduce turnover by fostering employee engagement and satisfaction. Replacing an employee can cost 50-200% of their annual salary, making coaching a cost-effective retention strategy.

Mentoring focuses on long-term personal and professional development, where an experienced individual shares knowledge and guidance to nurture growth. Coaching, however, is performance-driven and goal-oriented, emphasizing short-term outcomes through structured conversations, questioning, and reflection. While mentoring offers advice, coaching empowers individuals to discover their own solutions and strategies.client and coach take great pains to identify development objectives that are unique and important.  The coach helps the client lay out an appropriate action plan, and helps them stay on track.

We guarantee your satisfaction! 

If you are not 100% satisfied, we hope you will discuss the situation with Jim and make whatever changes are indicated.  That said, you can stop the coaching at any time in the first 30 days and I'll refund every penny you've paid.   No questions asked!  After 30 days, I'll refund your last session charges.