Managers spend 35% or more of their time in meetings, half of which are non productive. Some estimate as much as 50% of time spent on the job is spent on non value added activity. Hassles, habits, distractions and lack of clarity keep people from working on mission critical activities.

HELP! I am at work and can't get anything done!

Are you drowning in distractions, failed initiatives, and can't get things done? Do you spend long days, work weekends, and never feel caught up? Managers have the greatest influence over an employee's success, yet, they rarely get the training they need for success.

Ditch the Drama and Distractions

Wasting time at work is an epidemic: 4% spends HALF their day on personal issues, 60% of people spend up to an hour talking on the phone, texting, or gossiping. This does not count the many other distractions that take people away from "the most important work."

Managing people is the biggest challenge for leaders. Regardless of your experience, people problems tend to keep even the best managers up at night.

Is it too complicated to make changes and get things done? We help you streamline and SIMPLIFY!

Are you spending your time putting out other people's fires? Have you lost your focus? Does conflict and status quo derail your progress? 

Increase Your Influence

Your ability to influence depends on your flexibility, adaptability and resilience.

Distractions, stress, conflict can derail your efforts. Building your emotional intelligence skills and activating resilience will help you stay focused on your most important work.

Without the training, dealing with emotions (yours and your staff) can make it difficult to have the tough conversations, and motivate your team. We have a solution!

Coaching is the new leading. Get more done. Consistently.

Cynthia Howard RN, CNC, PhD

We Have Your Back!

Having more frequent conversation between the managers and staff will help retain the right staff. When managers are more confident in having those conversations, they are less likely to put it off. Managers usually do not have the experience (or training) in giving feedback and handling emotional reactions in staff. Handling your own emotional reactions is also a challenge.

What would your leadership look like with more confidence and a proven system to follow?

Managers account for 70% of variation in performance ... your relationship with staff is critical

Coaching for Performance gives managers the skills they need to motivate, manage and coach their team for consistent performance:

  • Coaching Skills
  • Giving (and receiving) feedback
  • Problem solving (using lean sigma)
  • Conflict Competence
  • 100 Day Roadmap
  • Goal Setting
  • Emotional Intelligence and Resilient Thinking

and so much more ...

Our Coaching for Performance program helps leaders stay in touch with their staff and stick to a performance plan. Underperforming staff are a drag on the motivation and momentum of change; one toxic employee can disrupt the culture and turn off high performing staff.

We Answer Your Questions ... 

1. What mindsets needs to change?

There are mindsets that block progress and derail the best intentions. You will learn the five key mindsets that need to be upgraded to consistently meet the demands of the role. This section comes face to face with the resistance mindsets that drain a leaders energy and efforts.

2. How do I become a high reliability leader?

To answer this question, the modules address skills, knowledge, and personal development needed to become a leader people love to follow. This offers you the path from expert to manager to leader. The module on self-awareness introduces the concept that leadership is about being vs doing.

3. How do I add value?

In this section, you learn how to measure your value as a leader and to identify where you are in your journey to being truly great. Operating from your strengths increases your personal power.

4. What behavior needs to change?

This module teaches you coaching skills to encourage, support and empower your staff to perform consistently.

5. How do I solve more problems and increase productivity?

Learning to facilitate change and solve problems will boost your power as a leader. We teach you to use the tools in agile lean sigma and become a problem solving ninja.

6. How do I transform conflict into opportunity?

Learning to facilitate change and solve problems will boost your power as a leader. We teach you to use the tools in agile lean sigma and become a problem solving ninja.

7. How do I build a high performing team?

Is your “team” just a group of people who collaborate on a project? High reliability leadership recognizes that consistent performance requires the group to develop effective team practices that will deliver the desired results. We use a 4 part system to develop the best practice for effective teams.

Stop spinning your wheels!

Learn to coach and motivate your staff, improve communication, deal with conflict, problem solve, and so much more ...  

You will have a proven system for solving problems; your own blueprint to use over and over.

Dr. Cynthia Howard​

Executive Coach, Performance Expert

From the Author ...

“I created the Coaching for Performance system because I wanted to dispel the most common struggles I hear from managers. Here is just one of them:

‘I don't know how to motivate my staff! They know what is expected of them ... don't they?’

Instead, with our system, I’ve found the opposite is true: it IS possible to set high standards and actually get more from your staff. All you need is to learn how to engage your staff where it means the most to them. ”

What Our Clients Say

Shane Melaugh

I had just gotten promoted and was so glad I found this program. I had a complete system to coach my team and help me move from the bedside to a leadership role.

Sharon P., Manager, Orthopedics

Shane Melaugh

It was easy to relate to my coworkers when I was the Clinical Specialist. Now that I am the manager I needed a system I could use to engage them. This made this transition so easy!

Judy K., Clinical Expert turned Manager