Executive coaching services - creative consulting solutions

Looking for creative consulting solutions? Organizational, community and executive coaching services with Ken Hubbell and Associates assist senior executives, emerging leaders, and organizations in their endeavors to initiate change in their work.

Coaching is acknowledged worldwide by industry leaders from many disciplines as an effective and valuable tool for helping leaders in initiating major organizational change strategies. Creative consulting solutions are also advantageous in more personal and focused challenges, such as fine-tuning your organization as a whole.

Through our creative consulting services, Ken Hubbell and Associates can help you develop structure and openings to look past daily challenges to achieve balance and clarity in your insight, strategic thinking, leadership, and operations.

Creative consulting services can help address the everyday problems in business and also our perpetual need to keep up with the changing times. The idea that individuals can professionally "coach" outside of athletics is increasingly popular. In particular, there is a growing literature on personal life coaching; executive coaching services; organizational coaching (primarily in the private sector); and to a much lesser extent community and group coaching for change.

Coaching dialogues foster a refined focus and trigger meaningful action toward achieving your organization's key objectives.

There are many different approaches to the work of coaching, different strategies for framing, delivering, managing, and evaluating the impact of coaching. Ken Hubbell and Associates offers as a framework for this kind of coaching a simple concept: "The 4Rs of Community Coaching for Change."

We generated this framework from ideas originally created by coaches engaged by the W. K. Kellogg Foundation in the Mid South Delta Initiative. A team of coaches originally offered that coaching for community change really fit into three categories: relationships, results, and reflection. However, we realized that coaching also involves helping people "reach" for new ideas and possibilities; that is critical to discovering meaning and unleashing innovation and transformation that was not fully covered by the first three Rs.

Domain or aspect of coaching	Coaching issues
Relationships	How are people connected to each other and to the "leadership" group/team? How is this group connected to the broader community? What are people's assets, what can they build together and how will they work successfully? What kind of leadership is possible?
Results	What can or has the group achieved? What is the critical work and what will it take? How will it manage and invest its resources, communicate and partner?
Reflections	What worked and what didn't and why? What is the broader history of change in our context and how does our current work fit? What are the learnings from our work to date and what might need to change?
Reach	How can the group make a lasting difference? What are participants searching for in this effort; where is the potential for individual, organizational or community transformation? What is the preferred future and what do people have to learn or change to make it happen? How will people "be" the change while "doing" the work? How will the effort lead to community inclusion, shared leadership and inclusion?

There are seasons and cycles of coaching where a coach is working with groups around some or all of these domains, and there are times when all four are happening simultaneously. Both community participants and coaches have natural affinities for one or more of the "Rs," thus individuals bring both a predisposition and a mindset to the work of change that is colored by the ways they typically approach the work; on any given team, you will have many results oriented people and others who may frame the work of change through a lens of relationships. This makes the practice of coaching an "art," not a technique, as a coach helps generate clarity, alignment and a sense of shared purpose or commitment to the change targets.

Executives, leaders, and organizations who invest in our coaching workshops will explore our unique three step Coaching process: Strategic Context, Uncertainties and Futures, and Shaping Advantage.

Most of the best coaching we have experienced was built upon powerful principles, and we expect that our work with future clients will help identify, collect, and articulate a set of core principles that might include these and others:

Coaching is learning; every person has something to learn and something to teach
Coaching is a collaborative experience
Coaching unleashes new potential and energy

Examples of initiatives that involve a community coaching strategy include:

Horizons: a rural community leadership program focused on reducing poverty
Mid South Delta Initiative: a program to strengthen Delta communities by connecting them with regional economic systems and support structures
Rural Community College Initiative: a program that builds the capacity of community colleges to engage with communities around education, training and economic development
Leadership for Community Change: a leadership program targeting non-traditional leaders from diverse backgrounds in the collective decision- making processes of their communities
Program for the Rural Carolinas: a program to increase the capacity of economically distressed communities to revitalize their economies

Coaching works because it is a personalized experience, often intensive, and enhances and polishes a leader's existing ability and talent. In the end, the only way to truly understand what a difference Coaching will make for your organization is to find out for yourself. Also discover the characteristics of a learning organization.

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