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ACHIEVING PEAK PERFORMANCE™

Approach:

Dr. Ference uses interactive principles of group dynamics along with practices of learning organizations to achieve executive coaching results. During the process, he develops competencies in leadership skills and monitors behaviors, attitudes and practices in the organizational environment. This highly interactive approach is based on principles and practices of leadership success and can be a stand-alone, one-on-one coaching process or an executive team experience. For a more complete understanding of the breadth and scope of our programs, please refer to Testimonials and Bio & Profile at FerenceInc.com.

 

Deployment:

Ference’s first step is to create a personal profile of each of its coaching clients. To create that profile we rely on personal behavioral assessments to include: 360-Degree, DISC Style Analysis, and PIAV – Personal Interests, Attitudes and Values, along with an inventory of other professional feedback instruments including organizational surveys.

In addition, we use one-on-one and team dynamics principles that focus on performance strengths, weaknesses and blindspots. Interactive, open-ended questions are asked of each team member to acknowledge areas of performance and non-performance, followed by feedback discussions and prescriptive practices for behavioral change. Throughout the process, aspects of denial, anger, negotiation and acceptance are facilitated by Dr. Ference as individuals progress through phases of their learning cycle.

For executive teams, group dynamics must be addressed. In our facilitative coaching, interpersonal feedback continuously is processed relevant to leadership style and skills. All team members are expected to participate fully in discussions and share what they think and how they feel about topics discussed. (Feelings often can become more important than cerebral thoughts.) Discussions include SWOT analyses (Strengths, Weaknesses, Opportunities and Threats) of people skills and operational responses. After thorough discussions, participants conclude with a refocus on their particular leadership style. Throughout the process both individual and team “contracts” are agreed to in support of behavioral change. Each program ends with individuals sharing their personal and organizational action plans. Constructive change is a guiding principle.