OFFERINGS

LEADING AT THE EDGE

Leadership Lessons from the Extraordinary Saga of Shackleton's Antarctic Expedition

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INTO THE STORM

Lessons in Teamwork from the Treacherous Sydney to Hobart Ocean Race

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Leaders can benefit greatly from support and coaching when assuming a new role, leading a significant organizational change, or taking a business in new directions. The Syncretics Group helps leaders realize their full potential in these situations by building on their strengths. Our unique approach incorporates an assessment of a leader’s Edge, and leverages our Ten Strategies for Success to help each leader take action to enhance their effectiveness.

Our coaching work is rooted in six key principles:

First, coaching relationships are positioned as genuine opportunities for leadership development – not as “medicine” for leadership deficiencies.
Second, our coaching work is based on a careful analysis of the specific demands of the leader’s role. The characteristics of the environment, team and culture can create a unique set of demands that must be understood.
Third, we emphasize those things that are important to the organization and within an individual’s capacity to change. Just as organizations need to set strategic priorities, leaders need to do the same. We seek to answer the question: “Which changes will really make a difference?”
Fourth, success depends on an effective partnership and a shared sense of ownership. We seek to act as “thinking partners”, and work together to find the best way to develop skills.
Fifth, we place leadership development in the context of the full life structure. Work life doesn’t exist in a vacuum. Other aspects of life – physical health, psychological resilience, non-work relationships – can make important contributions to effective leadership. Insights from the coaching process can enrich other dimensions of life beyond work.
Finally, the coaching process must be based on an immutable commitment to confidentiality and mutual respect. Effective coaching requires intimate dialogue between coach and leader. For that to take place, confidentiality is absolutely essential.

Typical steps in the process include: establishing goals, expectations and aspirations; conducting interviews to collect confidential feedback from key individuals; creating and reviewing the feedback report; establishing initial, “high leverage” action plans; meeting with select stakeholders to review priorities and resolve any issues; and follow-up meetings to review results and sustain momentum.

The Syncretics Group
869 Boston Post Road, Madison, CT 06443
Phone: 203.779.5329 | Fax: 203.421.6071