Accelerating results through leadership effectiveness
Ph: 918.794.6999 Email: tom@philpconsulting.comWebsite: www.philpconsulting.com
We are deeply committed to developing leaders to the fullest extent of their potential. We work from a systems perspective knowing that behavior is a function of the person and their environment. In partnering with executives we determine the business challenge, the leader’s needs, and the teams needs; this creates the conditions in which true learning takes place while solving real business challenges.. Through our coaching process we set goals that achieve bottom-line results. This process includes:

Coaching Phases

1. Pre-coaching activities
Matching coach and client
Establishing coaching guidelines
Understanding standards of practice
2. Contracting
Establishing roles and responsibilities
Defining business and interpersonal practices
3. Assessment
Gathering information for the creation of the development plan
4. Goal Setting
Setting individual goals
Linking individual goals to business outcomes
5. Coaching
Live, in-person coaching with phone follow-up
6. Transition to long-term development
Ensuring the continual learning process

Unlike individual coaching, team coaching strives to enhance the performance of each team member while increasing the productivity of the team itself. Through our team coaching model we uncover the challenges that hold team performance back, bring those challenges to the surface, and then help the team create changes that lead to higher productivity and performance – all while solving tough business problems. Our process includes:

  • Contracting (understanding the scope of the engagement and the roles of each player)
  • Assessment (group assessment that underscores each voice is heard and has a stake in the outcomes)
  • Diagnosing (group diagnosis that allows each person to commit to the resolution)
  • Goal Setting (setting achievable goals that impact the business)
  • Coaching (monthly meetings that hold the team accountable for outcomes)
  • Transition to Long-term Development (developmental tools that allow the team to monitor their functioning on a regular basis)

The results our clients enjoy are:

  • improved team relations
  • tough business problems solved
  • effective change that drives higher productivity
  • enhanced leadership skills
Executive Coaching Approach
PHILP CONSULTING GROUP
Coaching Model
Team Coaching Model
The results our clients enjoy:

  • Higher quality decisions and initiatives during implementation.
  • Course corrections in real time to keep you and your organization on track.
  • Increase in leadership skills of both the team leader and the team members
  • Identification of the patterns of interactions between you and your team, allowing the increase of more effective patterns.
  • Faster time to market.




Leadership Development
Strong leadership is the keystone to building great organizations. However, not all leadership looks alike. Some individuals lead quietly while others possess the charismatic qualities we associate with great leadership. The question is not what type of leader you are, but how to develop the leadership qualities your organization needs. Is the organization entering a new market, expanding abroad, adding new products or services, or competing for valuable resources in the marketplace? Empowering your leadership with the necessary competencies to drive strategy execution is vital to your organization's growth and sustainability.
Our leadership development process starts with a thorough examination of the organization's strategy. From there, in collaboration with our clients, we determine the necessary talent management systems and leadership behaviors needed to achieve the organization's objectives. This may produce one or a combination of several leadership development activities:

  • Leadership Competency Model
  • 360-degree Assessment
  • Individual Development Plans
  • Executive Coaching (see below)
  • Training
  • Job Rotation
Below is a model demonstrating where leadership development falls within the talent management system.
Leadership development needs to be aligned with the organization's strategy and integrated with talent management.