Leading with Purpose
Karie Millspaugh
Empowering Leaders in Sales, IT & Communications | Driving Growth Through Leadership Development, Technology Solutions & Strategic Communication | ICF
Leading with Purpose: Insights from Karie Millspaugh
A Candid Behind-the-Scenes Look at Coaching with Karie: Your Sneak Peek into Transformational Leadership
1. How long have you been coaching in business and leadership?
I’ve always been seen as a leader, even from a young age, influencing and guiding others in my neighborhood. My formal coaching journey began in 2010 when my daughter was just 10 months old. I started with wellness coaching, taking online courses to earn my holistic nutrition certification. Over time, my passion evolved into business coaching after spending five years working with a global business coaching company. Since 2013, I’ve coached business owners, leaders, and executives, and it’s something I will always continue, whether as a full-time career or a part-time endeavor.
2. How do you assess a client’s leadership strengths and areas for development?
I utilize a customized 27-question assessment for each client, which includes a series of in-depth questions, behavioral style evaluations, and a personality assessment. I am certified in administering the DiSC assessment and also incorporate the CliftonStrengths assessment. Additionally, I conduct a private one-on-one consultation to gain insights into the client’s current career trajectory and past experiences.
3. Can you describe your experience coaching leaders remotely?
I have been coaching virtually for over a decade, starting in 2014 with business owners and startups worldwide and then evolving into leadership and executive coaching in 2017. Remote coaching has allowed me to work with clients across multiple time zones in over 11 countries, and I’ve found this approach to be highly effective. Some of my clients have collaborated with me for as long as five years, and despite never meeting in person, we’ve built strong, lasting relationships. While in-person connections are invaluable, video calls and creating a safe, supportive environment for my clients have proven to be a highly effective alternative.
4. How do you tailor your coaching strategies to different leadership styles?
I tailor my coaching strategies to each leader by first understanding their unique leadership style, strengths, and challenges. Through assessments like the DiSC and CliftonStrengths, I gain insights into their natural tendencies, communication preferences, and decision-making approaches. I then customize my coaching approach to align with these insights, whether it is focusing on enhancing emotional intelligence, improving team dynamics, or refining strategic vision.
I also take time to understand their goals and organizational culture, as leadership is never one-size-fits-all. For example, with more directive leaders, I may focus on delegating effectively while maintaining authority. For collaborative leaders, I might help them hone their influence without losing their sense of partnership. Additionally, regular one-on-one check-ins and open communication ensure my coaching evolves as their needs and challenges shift. This personalized approach fosters growth and helps them lead authentically and effectively.
5. What techniques do you use to foster leadership growth in a virtual environment?
In a virtual environment, I focus on creating a structured yet flexible approach to foster leadership growth. I use several key techniques:
These strategies ensure that leadership development is personalized, actionable, and adaptable to the unique demands of a virtual environment.
6. How do you build trust and rapport with clients when working remotely?
I have a reputation for establishing rapport quickly with clients, which has allowed me to cultivate lifelong relationships across the globe. In a remote setting, I build trust by fostering relatability through shared interests and experiences. I actively seek common ground, whether it is discussing professional challenges, personal hobbies, or current adventures in life. By openly sharing my own experiences, I create an authentic atmosphere that encourages clients to express their thoughts and feelings. This approach not only strengthens our connection but also fosters a supportive environment where clients feel comfortable exploring their goals and aspirations.
7. How do you help leaders handle challenges such as managing remote teams?
I help leaders manage challenges associated with remote teams by providing tailored strategies and tools that promote effective communication, collaboration, and engagement. First, I focus on enhancing their understanding of the unique dynamics of remote work, helping them recognize the importance of clear expectations and regular check-ins.
I introduce effective communication tools and techniques, such as setting up structured team meetings with agendas, utilizing collaboration platforms, and fostering an open feedback culture. By encouraging leaders to leverage technology, I ensure they can maintain strong connections with their teams, regardless of geographical distances.
Additionally, I guide leaders in developing emotional intelligence and active listening skills to better understand their team’s needs and concerns. This approach helps them create a supportive environment that prioritizes mental well-being and team cohesion.
I have established monthly calls within Microsoft where team leaders actively listen to their teams during open Q&A sessions. These meetings serve as a platform for team members to voice their thoughts and concerns, fostering an environment where they feel heard and valued. I ensure that meeting notes and action items are captured, allowing for accountability and follow-up on key discussions. This approach not only enhances communication but also strengthens team cohesion by demonstrating that leadership is genuinely invested in their team’s feedback and well-being.
I also encourage leaders to implement team-building activities and recognition practices, which are crucial for maintaining motivation and engagement in a virtual setting. By equipping leaders with these strategies, I empower them to navigate the complexities of managing remote teams effectively, ensuring productivity and fostering a positive team culture.
For one team leader, I established optional 30-minute coffee chats to discuss non-work-related topics, mimicking the informal “water cooler” conversations typically found in in-person offices. These sessions provided a valuable opportunity for team members to take a mental break and foster personal connections with one another. By encouraging open dialogue in a relaxed setting, we were able to strengthen team bonds and enhance overall morale, making the remote work environment feel more connected and engaging.
8. What leadership development frameworks or models do you find most effective?
I find several leadership development frameworks and models to be particularly effective, each serving different contexts and objectives:
I also recommend self-help books for leaders to complement their development journey. Some of my favorites include:
These books not only offer valuable insights and strategies but also encourage leaders to reflect on their practices and continuously evolve in their roles.
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These frameworks provide a structured yet flexible approach to leadership development, allowing me to customize my coaching based on individual leaders’ needs and organizational contexts.
9. How do you manage confidentiality and sensitive information in a coaching relationship?
I manage confidentiality and sensitive information in a coaching relationship by creating an environment of trust and safety. I encourage one-on-one calls as often as possible, ensuring that these discussions take place in a confidential setting where clients feel comfortable sharing openly. By leading from a place of vulnerability myself, I model the behavior I wish to see, which often encourages clients to embrace their own vulnerability.
I clearly communicate the importance of confidentiality at the outset of our coaching relationship and outline how we will handle sensitive information. This includes setting boundaries around what can and cannot be shared outside our sessions. By fostering this open, safe space, I enable clients to express their thoughts and feelings without fear of judgment or breach of trust, ultimately enhancing the effectiveness of our coaching partnership.
To increase trust, we may outline confidentiality and sensitive information management in our working contract agreement. This formalizes our commitment to maintaining privacy and establishes clear expectations regarding the handling of sensitive topics. By including these provisions, clients can feel more secure in sharing openly, knowing that their information will be treated with the utmost respect and confidentiality. This proactive approach not only reinforces trust but also strengthens the coaching relationship, allowing for deeper and more meaningful conversations.
10. What tools do you use to track progress and outcomes in leadership coaching?
To track progress and outcomes in leadership coaching, I utilize a combination of tools and methodologies that provide both quantitative and qualitative insights:
Additionally, I am open to exploring software tools that the client is most comfortable with and has access to. This flexibility ensures that the tracking process aligns with their preferences and enhances their overall coaching experience. By combining these tools, I ensure a comprehensive approach to tracking progress and outcomes, enabling leaders to visualize their growth and make informed decisions about their development paths.
11. How do you approach coaching a leader who is resistant to change or feedback?
When coaching a leader who is resistant to change or feedback, I take a compassionate and strategic approach. I frequently remind them of their end goals to help maintain focus on what they want to achieve. Sharing my own experiences of resistance and how I have held myself back due to self-sabotaging behaviors often resonates with clients, as it humanizes the process and illustrates that they are not alone in their struggles.
Additionally, I may share an inspirational story of a past anonymous client who faced similar challenges. This storytelling approach helps to create a connection and demonstrates that change is possible. By framing the conversation around personal growth and the potential for transformation, I aim to foster a mindset shift that encourages openness to feedback and new perspectives. This supportive environment allows leaders to feel safe exploring their resistance and ultimately empowers them to embrace change.
12. How do you keep your leadership coaching techniques up to date with current trends?
To keep my leadership coaching techniques up to date with current trends, I actively engage in continuous learning and professional development.
Here are some of the key strategies I employ:
By actively engaging in these practices, I ensure that my coaching techniques remain relevant, effective, and aligned with the evolving landscape of leadership development. This commitment to ongoing growth enables me to provide the highest level of support to my clients.
13. How do you measure the success and impact of your coaching on leadership performance?
Measuring the success and impact of my coaching on leadership performance involves a combination of qualitative and quantitative methods to provide a comprehensive view of progress. Here are the key approaches I use:
By integrating these methods, I can accurately measure the success and impact of my coaching on leadership performance, demonstrating the value of the coaching relationship and its contributions to the leader’s development.
14. What is your method for ensuring accountability in a remote coaching setting?
Ensuring accountability in a remote coaching setting is essential for fostering progress and maintaining motivation. Here are the key methods I use to achieve this:
By employing these methods, I create a structured and supportive environment that fosters accountability, empowering leaders to take ownership of their development and stay committed to their coaching journey.
15. Any final thoughts for our audience today?
As you’ve seen throughout this conversation, my approach to executive coaching is built on a foundation of tailored strategies, deep personal insight, and a commitment to driving measurable results. I understand the complexities of leadership in today’s corporate world and have a proven track record of helping leaders excel under pressure, navigate challenges, and build teams that thrive. Whether it’s improving communication, boosting team morale, or creating long-term performance strategies, I am here to guide you through it all.
If you’re ready to elevate your leadership journey, now is the perfect time to take action. Let’s partner together to unlock your full potential and lead with confidence, clarity, and purpose. Book a complimentary discovery session and see how we can transform your leadership approach and, ultimately, your organization’s success.
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