Coaching Services

GELLC offers three types of coaching services:

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Executive Coaching: Asking questions within the “discomfort zone” – the distinct moments when the mind is most open to learning – will be part of GELLC’s coaching approach. (Reynolds, 2014). Executive Coaching is primarily for decision-makers who would like a series of one-on-one sessions to guide their next steps of leadership using DEI as a framework.

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Employee Coaching: Similar to Executive Coaching, such one-on-one sessions are for those who may not supervise others, however they are very invested in their professional development for the next steps in their career, also using DEI as a framework for their work.

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Change Management Coaching: As a Certified PROSCI Change Management Practitioner, managing changes (regardless of their size) are crucial to ensure that unintended negative impacts are mitigated. Leaders often need an outside perspective to assist in such changes that affect the broader enterprise.

Somewhat as imposters, professionals in many fields borrow “coaching” language without actually honoring coach clinicians, their credentials, and how their skills are applied uniquely in appropriate settings. Similarly, diversity, equity and inclusion (DEI) work has been borrowed by many fields as an altruistic and optional approach to their field, rather than honoring the professional skill sets needed to effectively do such work.

 

Your pre-consultation with Gold Enterprises frames the ongoing work. During this preliminary informational interview, we ask the following reflection questions:

• What are the major pain points for the client? What problems need to be solved?

• What does the client intend to focus on – the past, the present, the future, or a combination?

• Who should be the “interpreter” during the work – meaning, who’s “lens” are we using to understand the situation?

• What would success look like for the individual or organization?

 

The appropriate questions should be asked to determine what individual solution or combination of solutions may be needed to complete the work:

 

GELLC functions at the center of a larger intersection of coaching, consulting, mentoring, dialogue, and racial healing circles as tools for responding to social unrest and injustice. Coaching can be used for leaders (not defined by role) who are authentically invested in serving as an empowered contributor to an aspiring multicultural organization (Jackson, 2006). Asking questions within the “discomfort zone” – the distinct moments when the mind is most open to learning – will be part of GELLC’s ongoing practice (Reynolds, 2014).