Executive Leadership Coaching for High Performers

As a leader within your organization your job has a lot of moving parts. One of the biggest responsibilities you carry is the development of your people, particularly your high performers.

High performers have needs that are unique to their personalities and dispositions.

For instance, high performers do not need to be motivated by incentives to put their all into a project. The success of a project delivered on time, within budget and exceeding expectations is what they are seeking. Though they may demure they secretly want to be acknowledged for their hard work, dedication and sacrifice. Even if they deny wanting the acknowledgement they need it because it refills their energy stores and motivates them for the next item on their plate.

High performers are an organization’s dream come true but you can lose them if you don’t know how meet their needs and guide them through their unique stages of development.

High performers will typically rise through the ranks quickly but hit a plateau when the following stress tendencies will get in their way:

  • Perfectionism
  • Need to be in control
  • Distrust
  • Micromanaging
  • Difficulty saying “no” or setting boundaries
  • Working long hours without a break
  • Being brisk with fellow team members

These tendencies may cause other team members to misinterpret the high performer’s intentions, personality, character, and thoughts and feelings toward the people around them.

“After a recent promotion into a leadership role, my boss encouraged me to seek out a leadership coach to help navigate the new territory in my career. I knew after my initial meeting with Jodi that her innate ability to make me feel comfortable, welcome and calm was exactly what I needed. My time with Jodi helped me grow professionally as a leader but also personally. I now better understand myself and what I need to be the best coworker, Mom and friend.”

Lindsay Babayan

Director of Operations at flyte new media

At an extreme the high performer can be perceived by their co-workers as overly ambitious, unfeeling, opportunistic or manipulative.

Typically a high performer is perceived by their leaders as a good person who is talented and works hard to deliver value to the organization. However, because of their drive and tendencies under stress they may be unhappy and/or no longer enjoying their work. They may also be experiencing difficulties in their relationships with those that impact their job.

A high performer who lacks self-awareness will continue to drive toward more responsibilities to their own detriment and the detriment of the organization, not understanding what all the fuss is about.

A high performer who has some self-awareness and has hit a plateau will balk at the thought of advancing and taking on more responsibility. They are already under a lot of stress and do not relish the idea of experiencing even more stress. They don’t believe they are capable of operating at the level that will be required in any new role or advanced project.

And they are right.

At the height of the pandemic, I experienced long working hours, stressful days, the pressure of high performing organization. I was looking specifically for a female coach to work with me to help me gain perspective, a better emotional balance as well as navigating through some work-related conflicts. I am today more capable of leading meetings calmer, in a cooperative spirit and with strong awareness of myself. Both my peers and my team have noticed the difference and when the storm is gaining strength again, they take note how I am acting more composed and leading the way forward. As a professional women, mom and partner, I can highly recommend hiring a coach, it was an important step for me to become a better leader and a better person.

Tanja Dysli

Chief Supply Chain Officer, IKEA USA

Until a high performer gains enough self-awareness to identify and manage their stress tendencies they will continue in their current pattern and risk the symptoms of their stress getting worse. This is because when they are no longer getting the results that used to come to them so easily their knee-jerk reaction will be to work harder and longer to sustain the same results they used to get. This causes a downward spiral of diminishing returns.

All of that is unnecessary and can be avoided.

“Working with Jodi last year was one of the best things I did for myself personally and professionally. Jodi helped me discover an inner confidence that I hadn’t given a voice to and that setting personal goals is just as important as my professional goals. I’ve been able to create boundaries that I didn’t have previously…I have a lapse here and their but the tools you gave me help me refocus according to my values when needed.”

Christina Carter

SVP Operations at Midcoast Federal Credit Union

A Coaching System Designed for the High Performer

High performing clients are guided through a coaching system that helps them to understand how they are wired so they can understand and lean into the strengths of their personality while avoiding the pitfalls.

This system starts with the Energy Leadership Assessment which captures their stress triggers and reactions. They receive a report and get a personalized review of their results.

From there we go step-by-step through a process to set boundaries, take better care of themselves, and mitigate stress.

Having identified and begun to remove the obstacles keeping them from performing at optimal they then enter a stage where we uncover who they are as a leader: their core values, strengths and “superpowers”, the personal contribution they want to make through their work and who they want to be in relation to those around them.

As a result of going through this process my clients experience being more focused, engaged, energized and happy. They report improved relationships and experience less stress and more enjoyment at work.

“I hired Jodi to coach my executive assistant. She was spectacular – a perfect mix of professionalism, empathy, goal-setting and intelligence. I strongly recommend her. My assistant’s professional and personal lives are better for having worked with Jodi.”

Dean College of Arts and Sciences

Jeanne Hey

Dean, College of Arts and Sciences, University of New England

Contact me through the form below to get more information on my coaching process and fee structure.​

“Jodi is extremely personable, smart, understanding and strategic. She took the time to listen to my concerns, frustrations and struggles while understanding my point of view and allowing me the space to realize my own shortcomings when appropriate. Additionally, Jodi wasn’t afraid to look beyond the scope of my professional career and into my personal life as well, which helped me understand how holistic my behaviors, views and actions are throughout my life. It was truly an amazing experience and is something I am so grateful for. I have become less reactive in stressful situations and more self-reflective and aware. Her insight into workplace dynamics, personality types, and struggles women often face is truly impressive. She isn’t afraid to look “below the hood” of a suggested problem to dissect what’s really going on, which makes my time spent with her truly life-changing. Her ability to look at your belief system and how that constructs your view with regard to your career and professional development is incredible. I would highly recommend any workingwoman look into hiring Jodi as a coach.”

Michelle McNickle

Digital Project and Account Director at CD&M Communications