The following sample portfolio of client success stories will give you a sense of some of the challenges my clients face, and the dynamic change that occurs with expert coaching support. I invite you to envision similar outcomes for yourself, and to think about the difference it could make in your career trajectory and life. – Patti Cotton

Problem: 

Janet is a prominent executive director for a large non-profit providing work programs for adults with special needs. Her leadership responsibilities changed when government funding opportunities shifted. She realized she needed to change the way money was raised, including soliciting large donations from wealthy individuals.

I was engaged to help, because although Janet knew how to ask for money in theory, in reality, she was nervous and hesitant.

Solution:

Janet’s situation required a two-pronged strategy of: (1) shifting mindset, and (2) practicing skillset.

When thinking about asking for money, she feared rejection, and loss of reputation and friendships. This kept her from practicing “the ask.” We used a five-step process proven successful in breaking through old, inhibiting, and untrue beliefs. This helped her step into a new and confident mindset. 

We then worked with her to exercise the skills of asking for money so that she felt confident and at ease.

Outcome:

Janet went forward with poise and assurance to ask for the substantial donations she had targeted. Within six months, she had tripled philanthropic income from the previous year, and was excited to move forward, engaging her donors with enthusiasm and surety, and laying a firm financial foundation for her organization.

Problem: 

William was being considered for partnership in a large firm. However, although superiors were convinced that he was talented and headed for the top, they also expressed concerns that he was not quite ready.

They turned the nomination down, and cited that William’s growth areas included learning how to confidently lead a multi-generational staff, and to manage personal stress more effectively.

“I feel like quitting,” said William. “They don’t understand the monumental sacrifices I have made for this company. Of course, I’m stressed! And then, how does a manager motivate people on his team who really don’t want to be there?!”

Solution: 

I worked with William to assess his leadership strengths, and we determined three key areas of focus – communicating effectively, managing stress, and building trust and influence. We formulated a personal development plan to strengthen these areas, and I coached with William on these over a period of six months in order to take William’s personal leadership effectiveness to a higher level.

Outcome: 

Problem: 

As a highly successful corporate attorney, Marianne felt trapped and tired. In her mid-40s, she felt she had more to give, and many years to contribute – but she had begun to loathe her work, and was fearful of losing the excellent income she made. She wondered whether she could be successful in another field – and if she could make a successful change.

Solution:

An initial assessment determined that Marianne had not been using her top strengths for many years, and was quickly headed for burnout. Further, she had lost a sense of who she was and what she brought to the world as a human being.

She needed clarity, guidance, and the assurance that she could bring valuable contributions in another field. 

After coaching to tap back into her authentic strengths, assessing her transferrable skills, and defining a clear sense of direction, I worked with Marianne to design a clear plan of action so that she could transition smoothly into business ownership.

Outcome: 

Marianne chose to move into the field of personal coaching for female attorneys. Today, she works with these successful professionals on maintaining a healthy life-work balance. She brings credibility and expertise, and enjoys a steady stream of clientele, which allows her to make an excellent income and contribute in the way that brings her great satisfaction and joy.

Problem: 

Eliana supported the vice president of public relations and communications for a large health sciences system. The vice president had provided increased opportunities for Eliana through giving her additional responsibilities. However, he did not raise her salary to reflect the work she was currently performing. He did, however, express that he would be revising her job description to help her move ahead.

When she was presented with the revised job description, she was pleased with the responsibilities, but dismayed to see a very small increase in pay. It was at this point that she engaged me for coaching.

Solution: 

I worked with Eliana to benchmark other similar roles across the country and regionally. We then determined what Eliana wanted to request in the way of salary and benefits, negotiable items, and Eliana’s “bottom line.” We role-played the negotiation conversations and various scenarios that might occur, and Eliana then met with her vice president to talk.

Outcome: 

Eliana did not get the highest figure she had identified for salary –but it came close. And as a negotiable item, her vice president agreed to allow her to work one day weekly from home, saving Eliana travel expenses and time.

She is not only very pleased with the recognition that her increased salary provides, but is confident and proud that she was able to negotiate. She reports using this skill in her daily work to achieve greater success for herself – and for her organization.