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Marcia Reynolds, PsyD, MCC, is an experienced executive coach with a global clientele. She is recognized as one of the top 10 coaches in the world, and the #1 female coach!
Her core strength in coaching is to develop communications, impact, and getting results with and through others. She applies proven coaching practices that result in real changes in behavior. Her work is based in my knowledge, research, and decades of corporate experience working to help senior leaders be successful in large, corporate environments.
My definition of coaching and what types of goals are typically addressed
There are many definitions in the world that characterize coaching. As a behavioral scientist who has researched how adults learn for over 30 years, I find the International Coaching Federation (ICF) definition to have the most impact when working with people to make permanent changes in the way they think and act.
The ICF defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. This means I do not act primarily as an expert/consultant who doles out solutions problems, or as a counselor who primarily provides advice.
I honor my clients as creative, resourceful, and whole. I see myself as a thinking partner to the smart people I coach to help them discover solutions to their unique situations. I do provide resources to fill in the gaps of experience and knowledge, but we work together to expand perspective and possibilities. This grows the mind of the leader in an active, not passive, way. The leader then can think more swiftly and flexibly when facing challenges in the future.
The preferred coaching process with leaders
If possible, I like to start with either a live 360-degree feedback assessment with their manager, 2-3 peers, and 2-6 direct reports, or at least a written survey style assessment administered in-house and I have access to the results in time to interpret them before meeting with the leader. The leader and I can then reflect and act upon the insights as a result of the feedback and our conversation around the information that was provided. Over time, we coach around the implementation of the new behaviors and what is needed to sustain change.
The process works best when the following steps are included for a 6- or 9-month engagement:
- Partner with the leader to define their vision and two or three overarching behavioral goals to guide the course of the coaching engagement. This initial session is often the longest, lasting up to 2 hours. If desired and a live meeting is possible, the coach can also “shadow” the leader to observe how the leader performs during meetings and assess the impact on those present. These days, this can also be done if the leader holds remote sessions.
- Create an action plan with the client with milestone measures of success (sample goals listed below). Initial goals are often modified over the course of the engagement to reflect changing needs.
- Support the leader to disclose coaching goals to key stakeholders to create greater accountability, and then to solicit regular feedback from their manager and stakeholders about their improvements. The coach will explore the feedback with the client to see if initial goals should be modified and how to integrate what they learn into their action plans.
- Meet with the leader once every 2-4 weeks virtually for 60 – 90 minutes to review progress, strategize current dilemmas, and explore new skills that could help the leader achieve the goals. The coach will provide models, resources, and helpful techniques as needed. If the need arises, the coach will also provide additional assessments to further the awareness and development of the leader.
- If possible, meet live, at least once or two times during the duration of the coaching.
- Review results on a periodic basis with the leader, to keep the goals in focus and to continually assess the value of the coaching relationship.
- In between sessions, it’s important the leaders carve out time and space to reflect on their development. The leader can reach out by email anytime between sessions if there are questions to ensure ongoing learning and growth rather than wait for the next scheduled session.
In summary, the leader will experience an integrated approach to coaching. The engagement focuses on a customized plan with the coaching supplemented by resources to ensure desired outcomes are realized for the long-term.
My Coaching Style
I have been researching the science of behavioral change since 1985 and applying what I learn to leadership development. Since 1996, when I found coaching, I have developed a robust coaching approach using the latest research in behavioral economics, neuroscience, and sports psychology. I can confidently say that coaching is the best technology we have at present to ensure long-term behavioral change.
When coaching, I act as a thinking partner instead of an instructional guru so the leader can be more successful in today’s environment shrouded by uncertainty, ambiguity, and complexity. I will challenge assumptions, explore beliefs, provide a safe space to talk about fears and hopes, and ensure the leader creates reasonable expectations for change. My clients not only make their own decisions and then have the confidence to implement the changes they choose to make.
That’s not to say there won’t be occasions when experience, best practice, or tools won’t be suggested to expand thinking and possible solutions. When needed, resources will be provided for the leader to broaden perspective and make informed choices to resolve problems.
The focus of coaching goals may include:
- Implementing ways to improve communications and inspire greater team performance.
- Finding better solutions for dealing with difficult people and situations.
- Leading through changes in the organization, marketplace, and the world.
- Creating visions and plans, both personally and professionally.
- Managing stress and well-being to maintain personal high-performance.
- Mobilizing leadership teams.
- Shifting the corporate culture, including how to create a coaching culture.
- Increasing employee engagement throughout the organization.
- Effectively taking on new leadership positions.
- Experiencing greater fulfillment and success.
Client Requirements
For coaching to be successful, the client must be prepared to
- Push through boundaries of awareness. If you are not feeling uncomfortable, you aren’t learning.
- Be an active participant not an interested bystander, both in and after the sessions.
- Be open and honest, both with yourself and with me.
- You cannot put the conversations to one side when you leave the session. Meet your commitments for action between sessions and show up for scheduled sessions unless a recognized emergency emerges (virtual sessions need 24 hours’ notice for change; live sessions need 2 weeks’ notice).
- Carve out time to reflect; immediately after the session, through the intervening weeks, and immediately before our sessions.
What clients say:
Marcia is a great listener, and asks the right questions to lead me to very solid decisions. She has helped me to focus and prioritize. I have been better able to look at problems in different ways, thus finding very meaningful solutions and successfully transition into my first role as CEO because of the coaching I received from Marcia. ~ Krista Endsley, CEO
I hired Marcia when I relocated to Phoenix. She not only helped me settle into a new position, but her insights, great questions and gentle prodding helped me to avoid some potentially sticky political situations with my peers. As a result, I am able to focus on what I do best. She helped to make my transition seamless. ~ Linda Ruby, VP Marketing
The higher I have risen in my organization, the more I find how important it is to have someone to talk to on the outside, for both the perspective and encouragement. I have referred Marcia to many of my colleagues and all have been grateful to me for finding her. She is a real treasure. ~ Betty Aga, VP HR Business Support Team
Dr. Reynolds’ innovative strategies will help your company elevate leadership, foster a sense of community, and dramatically improve the engagement needed to produce results.
See the extensive LIST OF COACHING TESTIMONIALS to better understand the results you will receive working with Marcia Reynolds, PsyD.
Work with Marcia Reynolds
Discover how Dr. Marcia Reynolds’ innovative coaching strategies will help your company elevate leadership, foster a sense of community, and dramatically improve trust.