We believe that the role of Work Leader almost always begins with disorientation. Taking an outstanding individual performer and appointing him or her as the work leader can be traumatic. It is at that time that support for this wholly new job responsibility becomes most important.

Deltennium believes that this transition is a crucial phase in determining leadership success, and that forward thinking organizations can provide much needed assistance to newly appointed leaders. Through our coaching, books, seminars, Webinars and the Work Leaders Newsletter, we provide great insight and comfort to the new leader.

In addition to these support activities, the use of coaching can be invaluable and we recommend that all organizations consider this support during the first months of the new work leaders experience.


Deltennium coaches provide an ongoing partnership designed to help our clients produce fulfilling results in their personal and professional lives. We help people improve their performances and enhance the quality of their lives through a higher level of performance, learning and satisfaction. Coaching is not therapy and neither the client nor coach is seeking emotional healing or relief from psychological pain.

Deltennium leadership coaches are trained to listen, to observe and to customize their approach to individual client needs. We seek to elicit solutions and strategies from the client, as we recognize that the client is naturally creative and resourceful. Our job is to provide support that enhances the skills, resources, and creativity that the client already possesses.

The individual or team chooses the focus of conversation, while the coach listens and contributes observations and questions as well as concepts and principles which can assist in generating possibilities and identifying actions. Coaching has the freedom and flexibility to address a wide variety of personal and professional topics. In any given coaching relationship, coach and client alone determine the scope of their work. Coaching is not necessarily restricted to a narrowly defined issue nor is its scope determined in any other way.

Through the coaching process the clarity that is needed to support the most effective actions is achieved. Coaching accelerates the individual's or team's progress by providing greater focus and awareness of possibilities leading to more effective choices. Coaching concentrates on where individuals are now and what they are willing to do to get where they want to be in the future.

With the diverse backgrounds of our Managing Associates, we have the ability to use the knowledge, skills and experiences of our colleagues to help us support your efforts.


Coaches and clients arrange the schedule and means of contact (e.g., in person, by phone, or via e-mail) that serve them both and they are not constrained to follow a standardized schedule or means of contact.

Coach and client together choose the focus, format, and desired outcomes for their work. Coaching concentrates primarily on the present and future. Coaching does not focus on the past or on the past's impact on the present. The client does not relinquish the responsibility for creating and maintaining these nor does the coach take full responsibility for them.


Advice, opinions, or suggestions are occasionally offered in coaching. Both parties understand that the client is free to accept or decline what is offered and takes the ultimate responsibility for action. The coach is not discouraged from offering advice, opinions or suggestions on occasion.

A coach makes a request of the client to promote action toward the client's desired outcome. A coach does not make such requests in order to fix the client's problem or understand the client's past.


Relationship is the foundation of coaching. The coach and client intentionally develop a relationship which is characterized by a growing and mutual appreciation and respect for each other as individuals. This relationship is not an adjunct to or byproduct of the coaching. Nor is it based on the client's position or performance.


In coaching, any contribution the coach makes to producing the client's desired outcome is through on-going interaction with the client. The coach's role does not include producing a contracted product or result outside of the coaching sessions. Coaching is designed to provide clients with a greater capacity to produce results and a greater confidence in their ability to do so. It is intended that clients do not leave coaching with a perception that they need to rely on a coach in order to produce similar results in the future.


In coaching, information drawn from the client is used by the coach to promote the client's awareness and choice of action. This information is not used to evaluate performance or produce reports for anyone but the person being coached. No matter what other consulting or business relationships that exist between Deltennium and a supporting organization, the client confidentiality is absolute.


  1. What are the benefits of coaching?
    Individuals who engage in a coaching relationship can expect to experience fresh perspectives on personal challenges and opportunities, enhanced thinking and decision making skills, enhanced interpersonal effectiveness, and increased confidence in carrying out their chosen work and life roles. Consistent with a commitment to enhancing their personal effectiveness, they can also expect to see appreciable results in the areas of productivity, personal satisfaction with life and work, and the achievement of personally relevant goals.

  2. How can you determine if coaching is right for you?
    To determine if you could benefit from coaching, start by summarizing what you would expect to accomplish in coaching. When someone has a fairly clear idea of the desired outcome, a coaching partnership can be a useful tool for developing a strategy for how to achieve that outcome with greater ease.

    Since coaching is a partnership, ask yourself if you find it valuable to collaborate, to have another viewpoint and to be asked to consider new perspectives. Also, ask yourself if you are ready to devote the time and the energy to making real changes in your work or life. If the answer to these questions is yes, then coaching may be a beneficial way for you to grow and develop.

  3. What are some typical reasons someone might work with a coach?
    There are many reasons that an individual or team might choose to work with a coach, including but not limited to the following:
    • There is something at stake (a challenge, stretch goal or opportunity), and it is urgent, compelling or exciting or all of the above
    • There is a gap in knowledge, skills, confidence, or resources
    • A big stretch is being asked or required, and it is time sensitive
    • There is a desire to accelerate results
    • There is a need for a course correction in work or life due to a setback
    • An individual has a style of relating that is ineffective or is not supporting the achievement of one's personally relevant goals
    • There is a lack of clarity, and there are choices to be made
    • The individual is extremely successful, and success has started to become problematic
    • Work and life are out of balance, and this is creating unwanted consequences
    • One has not identified his or her core strengths and how best to leverage them
    • The individual desires work and life to be simpler, less complicated
    • There is a need and a desire to better organized and more self-managing

  4. What does the coaching process look like?
    Coaching typically begins with a personal interview (either face-to-face or by teleconference call) to assess the individual's current opportunities and challenges, define the scope of the relationship, identify priorities for action, and establish specific desired outcomes. Subsequent coaching sessions may be conducted in person or over the telephone, with each session lasting a previously established length of time. Between scheduled coaching sessions, the individual may be asked to complete specific actions that support the achievement of one's personally prioritized goals. The duration of the coaching relationship varies depending on the individual's personal needs and preferences.

  5. How long does a coach work with an individual?
    The length of a coaching partnership varies depending on the individual's or team's needs and preferences. For certain types of focused coaching, 3 to 6 months of working with a coach may work. For other types of coaching, people may find it beneficial to work with a coach for a longer period. Factors that may impact the length of time include: the types of goals, the ways individuals or teams like to work, the frequency of coaching meetings, and financial resources available to support coaching.

  6. What is the role of the coach?
    The role of the coach is to provide objective assessment and observations that foster the individual's or team members' enhanced self-awareness and awareness of others, practice astute listening in order to garner a full understanding of the individual's or team's circumstances, be a sounding board in support of possibility thinking and thoughtful planning and decision making, champion opportunities and potential, encourage stretch and challenge commensurate with personal strengths and aspirations, foster the shifts in thinking that reveal fresh perspectives, challenge blind spots in order to illuminate new possibilities, and support the creation of alternative scenarios. Finally, the coach maintains professional boundaries in the coaching relationship, including confidentiality, and adheres to the coaching profession's code of ethics.

  7. What is the role of the client?
    The role of the individual or team is to create the coaching agenda based on personally meaningful coaching goals, utilize assessment and observations to enhance self-awareness and awareness of others, envision personal and/or organizational success, assume full responsibility for personal decisions and actions, utilize the coaching process to promote possibility thinking and fresh perspectives, take courageous action in alignment with personal goals and aspirations, engage big picture thinking and problem solving skills, and utilize the tools, concepts, models and principles provided by the coach to engage effective forward actions.

  8. What does coaching ask of an individual?
    To be successful, coaching asks certain things of the individual, all of which begin with intention.
    • Focus -on one's self, the tough questions, the hard truths--and one's success
    • Observation -the behaviors and communications of others
    • Listening -to one's intuition, assumptions, judgments, and to the way one sounds when one speaks
    • Self discipline -to challenge existing attitudes, beliefs and behaviors and to develop new ones which serve one's goals in a superior way
    • Style -leveraging personal strengths and overcoming limitations in order to develop a winning style
    • Decisive actions -however uncomfortable, and in spite of personal insecurities, in order to reach for the extraordinary
    • Compassion -for one's self as he or she experiments with new behaviors, experiences setbacks-and for others as they do the same
    • Humor -committing to not take one's self so seriously, using humor to lighten and brighten any situation
    • Personal control -maintaining composure in the face of disappointment and unmet expectations, avoiding emotional reactivity
    • Courage -to reach for more than before, to shift out of being fear based in to being in abundance as a core strategy for success, to engage in continual self examination, to overcome internal and external obstacles

  9. How is coaching distinct from other service professions?
    Professional coaching is a distinct service which focuses on an individual's life as it relates to goal setting, outcome creation and personal change management. In an effort to understand what a coach is, it can be helpful to distinguish coaching from other professions that provide personal or organizational support.
    • Therapy. Coaching can be distinguished from therapy in a number of ways. First, coaching is a profession that supports personal and professional growth and development based on individual-initiated change in pursuit of specific actionable outcomes. These outcomes are linked to personal or professional success. Coaching is forward moving and future focused. Therapy, on the other hand, deals with healing pain, dysfunction and conflict within an individual or a relationship between two or more individuals. The focus is often on resolving difficulties arising from the past which hamper an individual's emotional functioning in the present, improving overall psychological functioning, and dealing with present life and work circumstances in more emotionally healthy ways. Therapy outcomes often include improved emotional/feeling states. While positive feelings/emotions may be a natural outcome of coaching, the primary focus is on creating actionable strategies for achieving specific goals in one's work or personal life. The emphasis in a coaching relationship is on action, accountability and follow through.

    • Consulting. Consultants may be retained by individuals or organizations for the purpose of accessing specialized expertise. While consulting approaches vary widely, there is often an assumption that the consultant diagnoses problems and prescribes and sometimes implements solutions. In general, the assumption with coaching is that individuals or teams are capable of generating their own solutions, with the coach supplying supportive, discovery-based approaches and frameworks.

    • Mentoring. Mentoring, which can be thought of as guiding from one's own experience or sharing of experience in a specific area of industry or career development, is sometimes confused with coaching. Although some coaches provide mentoring as part of their coaching, such as in mentor coaching new coaches, coaches are not typically mentors to those they coach.

    • Training. Training programs are based on the acquisition of certain learning objectives as set out by the trainer or instructor. Though objectives are clarified in the coaching process, they are set by the individual or team being coached with guidance provided by the coach. Training also assumes a linear learning path which coincides with an established curriculum. Coaching is less linear without a set curriculum plan.

    • Athletic Development. Though sports metaphors are often used, professional coaching is different from the traditional sports coach. The athletic coach is often seen as an expert who guides and directs the behavior of individuals or teams based on his or her greater experience and knowledge. Professional coaches possess these qualities, but it is the experience and knowledge of the individual or team that determines the direction. Additionally, professional coaching, unlike athletic development, does not focus on behaviors that are being executed poorly or incorrectly. Instead, the focus is on identifying opportunity for development based on individual strengths and capabilities.

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