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Get a significant increase in your leadership aptitude by completing the simple exercises in our interactive report. Are you an executive or entrepreneur leading a team, or an emerging leader who is looking for an executive coach to help you get even better results in your career or business? This is a critical distinction for entrepreneurs and senior executives in leadership roles, because it’s great leaders, developing the capacity and leadership skills in others, that drives the success of great organisations. Before we do any coaching, we use some of the world’s best psychometric tools to inquire deeply into the natural leadership aptitudes of people, to identify the strengths and weaknesses of each developing leader. The Marshal Goldsmith Stakeholder Centered Leadership Development Framework is the arguably the most effective behavioural coaching methodology available today.
90% of learning is 'on the job', which means important people remain productive, while they learn how to be even more productive.
At Gwyder, we define effective leaders as people able to work with and through others to help them achieve their role outcomes, and through that process, the specific objectives of their organisation, and we exist to support leaders developing themselves and their leadership team. Our coaches are from successful business backgrounds and have experience delivering results at senior levels. Our coaches have post graduate qualifications in disciplines relevant to coaching and organisational dynamics. A program in a ‘Multi-Org’ format, combines group and one-on-one coaching, and is focused on behavioural change to enhance leadership effectiveness. Facilitating the development of a supportive  leadership environment, in which leaders can skillfully coach each other to more effectively achieve organisational goals, changes and growth. Our Organisational Diagnosis is a systematic analysis of organization that results in identifying practically all its strengths and weaknesses.
Identifying high-risk individuals and providing early assistance in the way of coaching or counseling services will increase their satisfaction, productivity and relationships in both the home and work setting. His research began in 1999 while he was the Vice President and Medical Director at VHA West Coast. In his current role as health care consultant and Medical Director of Physician Wellness Services , his primary focus is to continue to investigate the causes and outcomes of disruptive events in an effort to get a better understanding of why these episodes occur and how they can be prevented. The second component of early intervention is to identify individuals at risk.A  Physicians, nurses and other health care professionals, due to the nature of their positions are working under increasing stress and complexity, which can lead to fatigue, burnout, depression and even suicidal ideation. Understanding the existing culture and the impact it is having on how people work and think is critical to any business change.


Transforming a whole-business means staying motivated and focused on the change plans while the day-to-day business continues.
PM Executive Solutions would like to talk to you about how we can help you maximize your potential through more thoughtful and efficient management. If you are then you’re probably already smart enough to realise that what’s made you successful till now,  probably isn’t going to get you the success you’re really after. It’s about focusing on ways to improve your performance in achieving the specific outcomes and targets directly related to your job. So in a very real sense, the more senior you are in a management structure, the more your success depends on you being able to first of all, lead effectively yourself, and secondly, identify, train and retain your best performing staff, and turn them into great leaders. Any gaps or blind spots are identified and their strengths recognised, so gaps can be filled and strengths mindfully used to best advantage.
Developed by Marshal Goldsmith, a man consistently  acknowledged as one of the most influential business and leadership thinkers of our time (recognized as the # 1 leadership thinker in the world and the # 7 business thinker in the world at the bi-annual Thinkers 50 ceremony sponsored by the Harvard Business Review in 2012), his leadership coaching framework places huge emphasis on developing the skills to motivate, inspire and energise others, and applies some of the most powerful management concepts available today, to your leadership style and organisation.
If you have read this far, we would love the opportunity to contribute to your personal leadership journey and the achievement of your career or business goals, in whatever manner that serves you best. On arriving at the agreement, consultant as change specialist, plans-out and execute the plan in close co-operation with client, ensuring minimum or no changes. I offer the following thoughts for her newsletter series on this topic: There is a difference in the types of disruptive behaviors between physicians and nurses. Alan Rosenstein has spent the last 10 years focusing on the effects of disruptive behaviors on staff relationships, staff retention, communication efficiency, patient safety, and clinical outcomes of care. Rosenstein enhanced the survey tool to focus on the frequency and impact of physician, nurse, and other staff member disruptive behaviors and their impact on psychological factors known to affect performance (stress, ability to concentrate, communication efficiency, information transfer), and its linkage with negative outcomes of care (errors, adverse events, compromises in patient safety, quality and mortality).
Rosenstein has developed a 10 step model that focuses on the importance of raising levels awareness and accountability, enhancing cultural and leadership commitment, implementing customized education and training programs, developing appropriate policies and reporting procedures, enforcing compliance and intervention processes, and integrating these programs in with the organizationa€™s patient safety, quality, and risk management initiatives. Recognizing the growing levels of stress, frustration, dissatisfaction, burnout and depression in all health care professions and their impact on attitudes and behaviors, he promotes the advantages of early intervention programs which have the greatest opportunity for success by taking a proactive user friendly approach to raise levels of awareness and accountability, enhance work satisfaction, , improve relationships, and increase productivity and efficiency in health care delivery. Rosenstein has had more than 40 articles published on this topic and has had extensive experience in providing customized educational programs, workshops and consultative services in this area. Alan Rosenstein has spent the last 10 years focusing on the effects of disruptive behaviors on staff relationships, staff retention, communication efficiency, patient safety,A  and clinical outcomes of care.
RecognizingA  the growing levels of stress, frustration, dissatisfaction, burnout and depression in all health care professions and their impact on attitudes and behaviors, he promotes the advantages of early intervention programs which have the greatest opportunity for success by taking a proactive user friendly approach to raise levels of awareness and accountability, enhance work satisfaction, , improve relationships, and increase productivity and efficiency in health care delivery.


This helps developing leaders get clear on specific areas that need improvement, as well as alerting them to their natural leadership aptitudes. In fact, this stakeholder centered leadership methodology is so transformational; it often triggers productivity improvements in entire departments, simply by working with their leader. For many people that starts with downloading our free reports on The Secrets of Leadership Development. She has more than 25 years of experience in leadership, team and organizational effectiveness.
These change, as said, might involve business policies, organizational re-structuring and re-deployment of people, changes in systems and procedures, HR practices, that would lead to better organizational results. Rosenstein developed a survey tool to assess the relationship between disruptive physician behaviors, nurse satisfaction, and retention. PM Executive Solutions offers extensive coaching for executives, management, and other key players in your company. And generally speaking, that requires different skills and competencies to the ones that make most people successful in their individual (pre-leadership) role. This creates aware leaders who are clear on where they need to improve, as well as the strengths they can rely on, so these can be mindfully used to best advantage in the way they approach their job. She spent many of those years leading human resources and organization development efforts at Baxter, Kraft Foods and Ameritech where she worked both domestically and internationally. Surveys were initially distributed to physicians, nurses and administrators at VHA member hospitals. Results were published in a number of different peer reviewed medical journals including the Joint Commission Journal on Quality and Patient Safety, the Journal of the American College of Surgeons, the Journal of Neurology, the Harvard Policy Review, Nursing Management, and The Physician Executive Journal.
Having performed as an officer in these Fortune 500 companies, Kathy is quite familiar with the challenges that executives face.Kathy is most widely known for her expertise in coaching senior executives and their teams. The findings showed a strikingly high incidence of occurrence of physician disruptive behavior with a significant negative impact on nurse satisfaction and retention. The results were published in The American Journal of Nursing and The Physician Executive Journal.



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