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Krista Henley, M.A., LMFTFounder of Corporate Wisdom and Director of The South Bay OD Network

Krista Henley is a founder and principal of Corporate Wisdom (www.Corporate-Wisdom.com). She is a dynamic leader to various industries providing personal transformation and organizational effectiveness. With proven skills as a coach to CEO’s and executives, Krista maintains an even style while negotiating differences toward effective decision making and excellence in any organization she works within. She has proven expertise in design and delivery of leadership and management training, needs assessment and evaluation, team building, coaching and business consulting.

Krista received her master’s degree in 1989 in counseling psychology and has spent the last 20 years applying theoretical learning to real-life problems. With experience as a licensed therapist, project manager, group facilitator, speaker and seminar leader, she has learned from many angles the themes that drive human interaction. In 1994 her focus shifted to organizational psychology. Her clients have high value to their company and at times lack the interpersonal and management skills required to motivate a team and get along with co-workers. Krista’s experience spans companies that include HP, Cisco, Silicon Graphics, Intel, Nortel, Boston Scientific, Novartis, LSI Logic, S3, Sun, Kodak, Amgen, Apple, Natus Medical, Rockwood Capital, Stanford University, and UCSC Extension.

Krista is Director of the South Bay Organizational Development Network (www.SBODN.com), and author of Awakening Social Responsibility - A Call to Action (www.CSRAction.com).

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Bio: Rossella Derickson, ICF Trained Coach

Rossella Derickson, a biochemist, has 22 years experience leading sales, marketing, and project management teams with P&L responsibility. She is a founder and a principal in the company www.Corporate-Wisdom.com. Over the past 5 years, organizations with which she has worked include Cisco, Stanford University, Phoenix Technology, PARC, eGain, Formfactor, Morrison and Foester, Santa Clara County Executive Office, Applied BioSystems, Amgen, Kodak, and Hitachi.

Rossella brings a centered style to help clients open up to deal with challenges. She brings clarity and problem solving approaches through tools learned through formal training and practical experience. Rossella has translated her experience into Wisdom in the Workplace training modules to support leadership and emotional intelligence development. She utilizes Kotter and Nadler change models, depending upon the organization’s need for vision or business alignment. She facilitates learning through webinar, video conferencing, telepresence and in person sessions. Rossella has launched customized off-sites and training for multinational companies in the U.S., Europe, and Asia.

Rossella holds a B.S. in Biochemistry from Rutgers University and is an ICF trained executive coach. The speaking topics most requested include Mastering a Positive Leadership Style, Tools for Emotional Competence and Improving Business Intuition. She is a gifted intuitive, having studied Aikido with Robert Nadeau, a student of Aikido founder Morihei Ueshiba.

Rossella is a Director of the South Bay Organizational Development Network - www.SBODN.com and a recent author of "Awakening Social Responsibility, A Call to Action." For more info: www.CSRAction.com.

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Group Coaching Labs 4 Modules: - Communicate Effectively- Reduce Conflict- Build Teamwork - Coach Direct Reports

Rossella Derickson(408) 605-3021rossella@corporate-wisdom.com

Krista Henley(831) 239-9192krista@corporate-wisdom.com

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Group Coaching LabsBuilding Interpersonal and Team Skills for Effective Performance

Modules: Communicate Effectively, Reduce Conflict, Build Teamwork and Coach Direct Reports

• Facilitators: Rossella Derickson and Krista Henley - www.Corporate-Wisdom.com

• This 4 module series will provide advanced learning to teams who will receive assistance with workplace challenges. Each module is 2 hours.

• Each module has a topic focus to help improve interpersonal and team skills.Along with behavior based training, supervisors can present their workplace problems and challenges and receive coaching assistance. Instructors and the other participants will encourage more effective strategies. Fast track learning is accomplished by watching others commit to excellence while borrowing best practices.

• Using experiential techniques (role plays, drill and practice and on the spot coaching with master coaches), participants will gain experience in each of the four modules that follow.

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Communicate Effectively -Develop Skills to Give and Receive Feedback and Reflectively Listen

Module 1 Coaching Content:

Foundations of Open Communication

• Understand the Impact of Belief Systems and Blind Spots on Others

Communication Tools

• Practice Reflective Listening and Giving Feedback

• Explore Options in Collaborative Problem Solving

Learning Outcomes:

• Build awareness of appropriate communication techniques.

• Acquire improved skills in healthy give and take conversations.

Reduce Conflict -Understand the Roots of Conflict and Practice Advanced Communication Skills

Module 2 Coaching Content:

Understanding Your Conflict Style

• Explore What Drives Your Current Conflicts and Resentments

Reducing Conflict Tools

• Get to Core Concerns: Process Vs. Content• Practice Confronting and Giving Feedback

When in Conflict

Learning Outcomes:

• Identify the core concerns underlying conflicts.

• Build skill in pressured situations to find win/win outcomes.

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Build Teamwork -Create Shared Goals and Build Rapport Across Functions

Module 3 Coaching Content:

• Assess Your Team's Strengths and Weaknesses

• Establish a Communication Code of Conduct• Build Skills in Collaborative Problem Solving

and Group Decision-Making

Learning Outcomes:

• Gain insights to motivate team members to accomplish goals.

• Learn team tools to build shared purpose.

Coach Direct Reports -Develop and Support Improved Performance and Goal Achievement

Module 4 Coaching Content:

• Identify Areas for Development for Direct Reports

• Practice Creating an Action Plan and Tracking Progress Towards Goals

• Gain Insights on How to Overcome Resistance

Learning Outcomes:

• Identify development area for your direct reports.

• Create goals and an action plan to achieve them.

• Practice giving follow up feedback for improved performance.

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Individual and Team Coaching

Rossella Derickson(408) 605-3021rossella@corporate-wisdom.com

Krista Henley(831) 239-9192krista@corporate-wisdom.com

Coaching for Managers and Individual ContributorsCoaching is an investment in a highly valued manager or individual contributor. The individual being coached receives personal and professional insights to increase the positive impact that he or she has in the organization. Interpersonal and leadership skill sets are assessed and addressed in a safe learning environment. Successful alignment (to purpose, role and values) and integration (of positive and negative interactive styles) are coached to support the manager or individual contributor to improve performance in goal targeted areas.

The Corporate Wisdom coaching process benefits:• Rising stars and technical performers who have had little management training • Senior managers that have high IQ, and brilliant technical skills, but lack the

interpersonal rapport and emotional intelligence required to communicateeffectively with colleagues and direct reports

• Key players that create conflict laden scenarios in the organization

Coaching typically includes:• A 360 evaluation (optional) • A meeting with the participant's boss to determine 3-5 priority coaching goals • Interviews with 6-8 of the participant's colleagues and direct reports to obtain

feedback about perceived strengths and development areas • A leadership profile report • Approximately 10 coaching sessions • A mid-point and final coaching review of progress with the participant's boss

Coaching for Executives and Senior MangersCoaching is an investment in a highly valued senior member of an organization. The individual being coached receives personal and professional insights to increase the positive impact that he or she has in the organization. Successful alignment (to purpose, role and values) and integration (of positive and negative interactive styles) are coached to support the senior leader to improve performance in goal targeted areas.

The Corporate Wisdom coaching process benefits:• Rising stars and technical performers who have had little management training • Senior managers that have high IQ, and brilliant technical skills, but lack the

interpersonal rapport and emotional intelligence required to communicateeffectively with colleagues and direct reports

• Key players that create conflict laden scenarios in the organization

Coaching typically includes:• A 360 evaluation (optional) • A meeting with the participant's boss to determine 3-5 priority coaching goals • Interviews with 6-8 of the participant's colleagues and direct reports to obtain

feedback about perceived strengths and development areas • A leadership profile report • Approximately 10 coaching sessions • A mid-point and final coaching review of progress with the participant's boss

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Coaching Interview Questions:

Thanks for your help to determine specific challenges that the participant has with colleagues, on the team and with the organization in general. The checklist is an additional tool to help me to quickly assess the categories that are most important for development.

1. In observing the participant, what are his or her individual strengths and weaknesses in your estimation?

2. What leadership qualities would you like to see the participant develop? Checklist follows.

3. What attitude does the participant present in 1-1 meetings, large meetings, and hallway conversations, around his direct reports, peers, and boss? What is your sense after leaving an interaction with the participant? (energized, tired, annoyed, feel rushed)

4. What are the interpersonal issues / group dynamics and challenges within the team? i.e. behaviors that get in the way of results. What have you noticed regarding rapport between team members and the participant?

5. How does the participant communicate with you? Is it open, protected, relaxed, or are there issues with silos and personalities?

6. What else about the participant is important for us to know in order to be successful as coaches?

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Coaching Goals & Initial Action Plan

6 Step Coaching Process:1. Identify development areas and their impact on others2. Translate development areas into performance goals3. Initiate the coaching action plan4. Track progress towards goals5. Advertise improved performance6. Recognize and reward goal achievementDevelopment Areas:1. ______________________________________________________________________________2. ______________________________________________________________________________3. ______________________________________________________________________________

Approximately 3 Goals from Manager that are SMART:1. ______________________________________________________________________________2. ______________________________________________________________________________3. ______________________________________________________________________________

Participant Adds 1-2 Goals:1. ______________________________________________________________________________2. ______________________________________________________________________________

Initial Actions / New Behaviors:1. ______________________________________________________________________________2. ______________________________________________________________________________

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Team Coaching ProgramIn order to develop a team culture that is motivated with a high level of trust, senior teams benefit from spending time to align individual strengths and weaknesses with the overall team strategy.

The following steps allow our team coaching program to be effective:

1. Individual Pre-Interviews (See Interview questions)Through one-on-one confidential interviews with each person on the team, we collect data about the team's strengths, communication challenges, conflicts, and performance issues. All information given to us is pulled together to create themes for individual and team development.

2. Individual Post Interviews, Goal Setting and Action PlansFeedback from the initial interviews is evaluated together with each team member to identify leadership development areas that require the greatest focus and attention. Goals are co-authored by the individuals to create a customized course of action toward goal attainment.

3. Team Integration Meeting (for 3 to 4 Hours) Includes:- Individual goal sharing - An articulated support strategy for each team member to attain his or her goals - Team development areas are discussed and new approaches to old challenges are explored - A communication code is established. The team agrees on rules of interaction that keep thecommunication flowing in a positive direction.

4. Tracking and Follow-Up Meetings – Every 2 Months for 2 Hours Over a 6 Month PeriodRegular follow up is often necessary to keep all team members on track with their goals.

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Team Coaching Pre-Interview Questions

1. What is your role on the team?

2. What are the strengths that you bring to the team?

3. What leadership qualities would you like to develop? (Have you received feedback about adjusting your style or have you had conflicts with others that remain unresolved)?

4. What are the leadership development areas (interpersonal/individual dynamics) that need focus (i.e. behaviors that get in the way of results) for each of the members of the team? Give checklist as tool.

5. How are you and the others adapting to the changes on the team?

1. What goal(s) would you like to see the team achieve?

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ASSESSMENT

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Clients in Life Sciences:

– Government Union Leaders - HR escalation– Medical Devices Company - post merger integration– Start-up Biotech Firm - training post docs for teamwork– International Pharmaceutical company - training and

off-site facilitation – Ivy League University - team facilitation of Post Doc

Research Team, Faculty and Administrators

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Additional Clients

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Individual Coaching

Executive Team Coaching

Senior Executive Programs

Accessing Intuition and Creativity

Running Effective Meetings

Creating Your Management StyleOn Purpose

Building a Cohesive Team

Developing Direct Reports

Team Modules

Coaching Skills for Managers

Managing with WisdomLeading with Vision

Building Wise Teams

Conflict ResolutionSkills

Core Communication Skills

Wisdom Series

Green Team Facilitation

Team Building for Good

Managing Your CSR Program

Assess Your CSR Program

Developing Sustainable Strategies

Sustainable Programs

"Right sizing" Facilitation

Process Improvement

Merger Integration

Embracing andSustaining Change

Assessment & OD Work

Wisdom in the WorkplaceConsulting, Training, and Coaching