News & Insight

June 2020
Leaders: Step Up

Three months of the Covid lockdown has left so many of us yearning for a return to life as we knew it. However, the killing of George Floyd reminds us that our nostalgia for the status quo is itself a sign of privilege. This injustice, and the subsequent outcry, are stark indicators of how far we are from returning to a ‘normal’ that allows each person to live and prosper with dignity and peace.

WJM Associates was founded and built by a collective passion for developing the full potential of people. Events from the past two weeks are only the latest reminder that so much human potential in our society continues to be needlessly wasted.

So much of helping leaders transform and develop is about nudging them out of their comfort zones. For so many executives, the Covid-19 pandemic has done just that.

Stress and ambiguity are bringing out the best in some as they re-discover underutilized strengths, or the worst, as destructive tendencies emerge, damaging relationships and reputations. The transition to a virtual world and the upcoming transition back to a “new normal” are major ground shifts - upheavals that represent rare opportunities for personal growth and change.

Until just a few weeks ago, great corporate leadership was measured by the ability to define and communicate the organization’s future in optimistic and vivid terms. Suddenly, smack dab in the Covid era, it’s all about the here and now. Protect your staff…your supply…your customers…your cash.

As leaders, we’ve never done this before. Nobody has.

The stresses from Covid-19 can bring out the best in us as leaders, or the worst. We will be judged more now than ever on how we help (or hurt) our people and companies.

WJM Associates is proud to announce the launch of it's new online platform for viewing and managing all of an organization's executive coaching engagements - OneView™.

Unlike other online platforms that rely on individual coaches to enter updates, resulting in inconsistent compliance and quality, WJM’s platform is “curated” by WJM’s Coaching Services department assuring consistent, rich, timely updates on each engagement. Alerts and links are automatically emailed to coaching stakeholders at your company each time an update is entered for each engagement. OneView™, and WJM’s world-class engagement management and administration services, are available for both WJM and non-WJM coaching assignments.

WJM Associates, a leading executive development company based in New York, has released version 2.0 of its WJM Development Tracker™ smartphone app for executive coaching engagements. The award-winning app is now even better with improved graphics and smarter features, making it easier to use than ever.

And it's free!

WJM Associates has been recognized as one of the Top 10 Talent Managment Solution Providers of 2017 by HR Tech Outlook magazine.

"We are delighted to select WJM Associates as one of the Top 10 Talent Management Solution Providers 2017," said Hanna Wilson, Managing Editor of HR Tech Outlook magazine.

NEW YORK – Oct. 20, 2016 – Today at the International Columbia University Coaching Conference a new app designed to deliver behavioral reminders and coaching feedback to executives, in real-time, was announced by WJM Associates, an organizational consulting firm that provides high-impact, practical solutions for companies seeking lasting and measurable improvement in executive performance.

With a touch of a button, the WJM Development Tracker™ collects feedback from managers and colleagues, and charts an executive’s progress against his or her personal coaching goals. The app also allows organizations to quantify the effectiveness of coaching over time by aggregating and measuring the progress of all executives being coached. This enables companies to measure the impact of coaching – a process that is currently largely subjective.

Come join us on October 20th at Columbia University's 2nd INTERNATIONAL COACHING CONFERENCE - THE FUTURE OF COACHING. Tim Morin, President and CEO of WJM Associates will be presenting along with Alison Eydenberg, VP of Coaching Services, and WJM Senior Consultant Helen Materazzi.

Coaching in the 21st-Century: Using Technology to Provide Executives Receiving Coaching with Real Time Feedback and Reinforcement of New, Desired Behaviors

Alison Eydenberg, WJM's VP of Coaching ServicesCase Study: a challenging coaching engagement

John, a newly promoted Vice President at a Financial Services company, was alienating coworkers with a verbose and overbearing communication style. He was persistently “talking over people”, over-complicating his messaging and confusing and frustrating his listeners. John had spent his entire career at the bank and was considered “the best” in his functional role as a policy specialist. However, over the past several years, the bank around him had transitioned into a highly matrixed organization, requiring a more politically-sensitive style in order to influence others into action. John’s apparent inability to sense the frustration he was causing others had become a stumbling block in his new role as unit leader. John’s manager Maria was baffled by John’s shortage of self-awareness and his inability to pick up on obvious social cues.

The organization decided to invest in executive coaching for John. His WJM Executive Coach, Phil interviewed John’s manager Maria and 8 other colleagues about John’s strengths and developmental opportunities. The feedback regarding John’s long-windedness was universal. Some executives had been working with John for a long time, and because of his formidable functional strengths, continued to champion him in spite of his stylistic shortcomings. However, Phil found that even these patient supporters were finally tiring of John’s conversational habits.

Every manager should have one or more subordinates being readied for advancement either to replace the manger or for some other role of comparable value to the organization. To the extent this is not happening, the organization is at risk of not being able to realize its ambitions.

A major challenge for those tasked with the oversight of enterprise talent development initiatives is to identify promising candidates in which to invest and to implement a process for their development. This can take many forms, but one approach could be to coach managers to be coaches in their own right rather than depending solely upon outsourcing that function to external Executive Coaches.

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