Management Consulting & Executive Coaching
Dr. Michelle Taylor has been a consultant to organizations and executives since 1993. Dr. Taylor is a licensed psychologist who has extensive experience evaluating situations in organizations and providing recommendations for addressing the problem or complaint. She frequently serves as a management consultant or executive coach. She has interviewed thousands of employees and executives, done extensive empirical research on organizational issues, worked coaching executives, and worked as a consultant on various workplace issues in thousands of different organizations.
Organizations typically retain Dr. Taylor in the following situations: To evaluate and respond to an employee complaint; To work with executives who are having difficulty with interpersonal skills, management skills, or the implementation of effective leadership strategies; To manage difficult terminations; To develop organizational systems to improve performance; and To address problems of high turnover.
Dr. Taylor is often called upon to conduct organizational assessments to evaluate a situation and provide recommendations to the organization for resolving problematic issues or improving performance and profitability. A written report is provided when the organization has in-house resources available to work on the implementation of the recommendations. The organizational assessment is also undertaken to initiate the executive coaching process. The organizational assessment is helpful to understanding the current employees, current policies and procedures, organizational environment, unique business issues, and current management style.
Dr. Taylor specializes in coaching executives to implement customized management strategies and leadership styles. Typically, executives who work with Dr. Taylor are effective in their technical work and the executive coaching process is initiated because an executive is advancing to levels of leadership and responsibility beyond their prior training and experience or remedial action is required for improvement. Frequently, executives are of great value to an organization because they are trusted, experienced, and/or profitable but are the focus of complaints from other employees or are frustrated by recurring problems that are difficult to resolve.
The goal of the coaching process, regardless of the initial reasons, is to provide individual and specific training application and enforcement of theories, policies and procedures that are individually tailored to the executive within their organization. While management and leadership conferences, training programs and books offer helpful information, the executive coaching program focuses on providing on-going assistance with the implementation of that information within their organization and insight and direct feedback to the executive regarding their impact on others as it pertains to their personality, strengths, weaknesses, and management style. Most executives have a substantial fund of knowledge about management and leadership, but struggle with the implementation or resolving recurring problems within their organizations. Many such problems are a result of organizational environments, unique business issues, and difficult employees.
The executive and the coach work together in identifying problems and specific goals for change and improvement. The goals are accomplished by working with the executive in developing insight, strategies for change, consistent and repeated evaluation of the issues requiring change, and on-going follow-up to ensure improvements are maintained. The process also includes providing pertinent management and leadership theory, discussing the potential causes of problems, brainstorming solutions, and most importantly assisting with the implementation of changes that are required to improve performance and profitability and address problematic issues and wasted resources. The overall goal of executive coaching is to improve the work environment and increase efficiency and profitability, typically by improving behaviors, processes, policies, and the subsequent implementation and enforcement of those policies. In many situations, the executive’s supervisor and direct reports are also involved in the coaching process.
Return to Services Main Page
