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Executive Coaching

Be a Confident and Powerful Speaker

When people speak with a sense of confidence and power, they often seem to be much taller and larger than they really are. It can be an excellent skill to have if you are a manager or are in charge of a group of people. Here are some tips that will help you speak with authority so that you seem larger than life.

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Prepare Yourself Mentally

Before you stand up in front of an audience, you need to prepare yourself so that you feel calm and confident. Some people pray or grab a lucky charm, and some go through a ritual that helps them to feel powerful and strong. Find a technique that works for you so that you exude confidence and power before you even begin to talk.


Your audience will be more receptive to your message if you are friendly and open while you are speaking. Rather than standing very stiff and still, try to relax and use broad movements as you speak. Maintain eye contact with a person in the audience for three seconds before you look at another person in the room. You should also try to keep your arms loose and comfortable so that you look relaxed and in control.

Avoid Rushing Away

Once your speech is over, avoid hurrying off the stage or out of sight. Take some time to acknowledge and show appreciation for applause, and use the opportunity to summarize your points if you are running a meeting. Be sure to thank everyone for their attendance and participation before you confidently leave the room. This is a powerful way to show the audience that you are in control of your time and that you value the time they gave in listening to you speak.

Think, Move and Act with Confidence

Your audience will sense your emotions when you are standing in front of them, and your emotions can be just as important as the words you are saying. If your thoughts, movements and actions reflect insecurity, it will take the power away from your message. When you think, move and act with confidence, your audience will pick up on it and will view you as being more powerful.

If you want to be an effective speaker, then you need to learn how to project a powerful presence in front of an audience. These tips will help you appear calm and confident so that your message comes across in full.


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Take Control of Your Career

career advancementMany companies do not have the time to focus on helping their employees grow and develop in their careers, which can make it difficult for you to reach your professional goals. If you want to experience a higher level of success while improving your position at work, then you will need to take the initiative to make your dreams a reality. It is your responsibility to take on a leadership role and to learn more about the newest trends and opportunities in your field, and there are several ways that you can take control of your career.

Ask for Feedback

Honest feedback is essential for improvement in all aspects of your life, but it is especially important when you want to perform better at work. If your company does not have a formal evaluation tool for its employees, then just have a casual conversation with your supervisor. Ask him for his insight and opinions about your performance at work, and take his advice to heart.

Take Advantage of Opportunities

Some companies offer their employees the opportunity to expand their knowledge through job rotation. If your organization gives you the chance to work in a different department or in a different position, then give it a try. You can experience different aspects of the company while taking advantage of the opportunity to grow professionally.

Nurture Relationships

If you want to continue to improve professionally, then you need nurture the business relationships that you have formed throughout your career. You should actively seek out new contacts and maintain the relationships that you currently have. This will give you a strong network of support when you need advice and guidance through the coming years.

Take Courses

Your company may offer classes that will help you improve your performance at work. Ask your supervisor if any self-development courses or workshops are available. You can also pursue training on your own through online classes, and ask if your company will pay a portion of the enrollment fees.

While companies want to continue to grow and prosper, they are not always able to provide opportunities for their employees to grow and improve. This means that you will have to actively pursue your own training and development. With some creative and progressive thinking, you will find yourself on the path to fulfilling your career goals.

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Keeping Your Resume Out of the Trash

All job applicants are different, therefore so are the resumes that contain their qualifications, experience and education. Still, while there is no ideal resume that can perfectly exhibit every individual’s knowledge, skills and abilities, there are some critical errors that can almost guarantee a person’s resume will end up in the trash can.

Spell Check

The most preventable error on resumes is also one of the most common. Errors in spelling and grammar can give human resource managers the impression that a candidate is lazy, careless or unable to read and write properly. In any event, the end conclusion will be the same: NEXT?

Responsibilities vs. Accomplishments

Depending on the position held within previous companies, most human resource managers can usually infer what duties and responsibilities someone had. By listing accomplishments instead, job seekers can convey the best of themselves and what they have to offer prospective employers.

Being Vague

Whenever possible, it is always best to tailor your resume to fit the specific company and job for which you are currently applying. Do not try to use a carbon copy resume in an effort to save time. There is nothing wrong with keeping a general resume on file to keep track of your previous jobs and dates employed, just make sure to highlight aspects that pertain to your current job search.

Long Descriptions

Typically you will not be the only person who will apply to fill a given position. Therefore, using short concise statements and bullet points, you can increase the likelihood that your resume will be viewed and you will be given the consideration you truly deserve.


Contrary to popular belief, an objective does not give job candidate a competitive edge. In fact, an objective significantly limits your prospects. Since most employers now use computer software to scan resumes, being too specific can hurt your chances. Even if you are the ideal candidate for a position, if the computer system does not recognize the language as being relevant to the position, your submission may never reach the human resources department to be viewed by an actual company representative.

Getting too personal

While you make think that hobbies and interests make you stand out, the truth is that employers, for the most part, do not care what you do in your spare time. If they want to know, they will ask you during your interview. If you honestly feel that you must list these types of activities, keep the list short and try to only incorporate things that could be construed as useful to the position.

Too often, individuals go out of their way to attempt a memorable resume. Just try not to be so original that you are not taken seriously or overlooked altogether. The most crucial point of a resume is to receive a call back requesting an interview. Once you get through the application process and the hiring manager knows that you are qualified, you can try to be memorable in the interview.

If you are interested in getting advice based on your particular situation, contact one of our career coaches.

Executive Coaching

What are the Golden Handcuffs?

Guest Post by Ruth Schwartz

Six business owners sit around a table.

John asks, “ Why don’t I accomplish those tasks that I have agreed to accomplish? Month after month, I know what needs to be done and yet, I am not doing them?”

Ron says “Delegate it.”

John reacts, “But I can’t. If I don’t understand the steps, and practice them until I get the results I want, I can’t ask anyone else to do it.”

“Why Not?” I ask. “Surely they can also figure it out.”

“They might not want to do it.” Sue says.

“There is no time to organize, and train someone else to new tasks. “ Craig states.

“It looks like I am unwilling to do it myself.” Faye answers.

“They won’t do it right”  Ron states.

“It makes me look bad if I don’t understand all of the skills required to complete the task.” says John.

Wow, I think. These thoughts enslave not only these business leaders, but everyone that works with them.

“ I wonder what your employees would say if they could hear you.  What do you really mean when you say those things? What is the thought behind the thought? “ I ask.

“If I want it done right, I have to do it myself.”

“They don’t do it as well as I do.”

“I need to show my workers that I am willing to work as hard as they are working.”

“I look stupid if I don’t understand everything.”

“I won’t deserve my income.”

“They may not like me.”

My jaw drops as we sink deeper and deeper into the cesspool of unharnessed limiting beliefs.  These comments are coming out of the mouths of successful business owners.  It took months of meeting and getting to know each other to become quite this honest with each other.

These are The Golden Handcuffs. 

I too have felt a tremendous sense of guilt if I sat at my desk seemingly immobile while I demanded that they – my employees- work their tails off for the good of the company. When would they figure me for the fraud I think I am?

What’s important for any business person who feels trapped, who feels enslaved by the golden handcuffs is the shift you must take in your own thinking. You must move from thinking about being successful and about all that you must do (overwhelm!) and start to think about how you can help another person be successful and allow them to do it. This is the critical shift we make when we decide to lead instead of manage other people.  And it is the Key to the Golden Handcuffs.

The first step is to be very clear about who you are and where you are going: also known as:  your mission and your vision. This may not be as easy as if sounds. You will have to think deeply, or even rethink deeply about why you are on this planet and what you plan to accomplish. It doesn’t have to be complicated but it does need to totally resonate with who you really are.

Here are some great ones I’ve heard: “We are the trustworthy guides in a complicated and changing landscape.” “We are the most accurate when accuracy is required.” “We change the lives of all the people we touch by creating calm.” ” We put the puzzle together so our clients don’t have to.” “We conduct the orchestra of diverse players.” “We are a conduit of great ideas.” “We get the money so that you don’t have to.” “We change to world by supporting artists.”

Secondly, if you want to be a true leader, you will soon realize that you cannot accomplish your life’s purpose alone.  You need other people to travel with you, and you will have to explain your purpose so that they can chose to travel with you or not.  You may have to tell people your purpose over and over again. Their success depends on completely absorbing and understanding your purpose, so much so that it becomes theirs. There should be no ambiguity. They can only be successful when they can answer the questions “Who are we?” and  “Where are we going?” Of course, first you need to answer those questions for yourself.

Lastly, once you have clearly communicated your mission, vision and purpose, your role will start to change from a manager of people to a visionary and a coach. Start to spend more time blazing the trail, designing systems, and coaching. By definition, coaching means that you ask great questions, think strategically, and allow others to find solutions. You will have to stop managing everyone and everything. This type of leadership can happen anywhere and at any level. It is respected and valued. Ask anyone. 

Here is where a business, leadership coach together with a mastermind group can help:

Think about and develop your clear and compelling purpose. Create habits and rituals that support both your purpose and your new role as a leader.  This path, as with all worthy paths, is fraught with temptations to step back into your comfort zone. You can’t always see your own beliefs and what is preventing you from moving forward. But with accountability and insight from a coach and a peer group, you will free yourself from your handcuffs and when you do you will free everyone else around you.  Developing this focus will help you eliminate everything that isn’t truly creating success and moving you toward your vision.  Most importantly, you will not be alone.

Loneliness is the friend of overwhelm. Togetherness is its enemy.  Leaders create togetherness.  

About Ruth Schwartz (in her words):  I am an internationally certified coach through the International Coaching Federation, trained by the Academy of Coaching and NLP. I am a facilitator of peer advisory mastermind groups and I own the management development and marketing company High Performance Advocates.

You can visit her site here.

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Business Coaching Vs. Executive Coaching

While business coaching and executive coaching primarily focus on enhancing productivity and performance, their individual differences lie in how they achieve this goal.

executive coachTypically, business coaching is provided to the proprietors of smaller organizations, while executive coaching is targets senior management, CEOs and directors of larger conglomerates. Business coaches serve as advisors or consultants, offering direct solutions and well-defined, practical guidance. Conversely, executive coaches work to help their clients arrive at their own solutions and decisions, offering a less proactive approach.

Both coaching types are brought in to serve a specific purpose. An executive coach may be hired to improve employee relations, help employees achieve a better compromise between work and personal or family obligations, prepare employees for departmental or company changes, or to learn effective ways to manage stress. On the other hand, business coaches are contracted to define the current state of a business, identify individual goals and outline the strategies to get there. In addition, business coaches can optimize marketing, sales functions, fund raising techniques, and planning processes, as well as many other aspects of running a successful business.

Executive coaches often work with clients to broaden understanding of categorical issues and dissect the individual facets that contribute to them. This process enables clients to become familiar with the inner workings of each challenge and how it may trigger other effects in the future. In contrast, business coaching is more concerned with fast results, helping to change things that will positively impact the business immediately. Because of this difference, business coaching tends to be more cost-effective for smaller establishments. Still, for large companies, the significant long-term influence of executive coaching makes it a better option than business coaching, especially for those companies that may have more comprehensive challenges and expect to target a wide variety of departments and employees.

Depending on the company’s needs and budget, executive coaching or business coaching can offer numerous advantages, tools and advice that is unavailable from any other source. Both coaching methods work to deliver similar results; the differences are mainly in the techniques they utilize to accomplish them and who they provide this service to. Therefore, any management team, executive board or small business owner who has an idea of what he wants to achieve, but is unsure what steps to take should consider the unique services offered by one of these knowledgeable professionals. With their invaluable experience and proven results the possibilities are limitless.

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Conflict Management Coaching With Cinnie Noble

Interview with Conflict Management Coach Cinnie Noble

Corey: Hi! My name is Corey Quinn and I’m the founder of We’re a site that matches coaches with clients based on fit. I’m here with Cinnie Noble. She’s a lawyer, a mediator. She’s a conflict management coach. She’s the author of Conflict Management Coaching:

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The Cinergy Model. Her company name is Cinergy Coaching and is based in Toronto. She does coaching and training worldwide. Welcome, Cinnie.

Cinnie: Welcome too. Thank you.

Corey: So could you share with us, why are you a coach?

Cinnie: I’m a coach because I found that I was working in the conflict management field for a number of years, and various ways of helping people find their way through conflict wasn’t working. When I heard about executive coaching on one-on-one work, I thought this was another possibility, another tool to add as a lawyer-mediator. And indeed it was. I think coaching, especially the model I developed, has helped people deal with conflict in ways that the other modalities just didn’t do.

Corey: That’s great. So when should someone consider working with you?

Cinnie: I have a strong client base from managers, leaders although others as well. But I do a lot of work in workplaces. There are people who are not managing conflict well. They might be having a lot of disputes in organizations that they’re involved in or that their staff are involved. They realized they just don’t know how to manage conflict very well themselves. That happens within workplaces a lot. Leaders get named into positions of being management when they really lack some skills, and conflict management is one of that. We get a lot of clients. I would say most of my clients are organizational, but I certainly get clients who are not in organizations, who are having challenges engaging in disputes with their family or friends or partners.

Corey: Sure. So who is your ideal client?

Cinnie: My ideal client is somebody who acknowledges that they have some challenges managing conflict, that they have some difficult conversations where they really don’t know how to manage themselves and the other person. Sometimes, it’s managers who have to be at performance reviews as most do, and they realize they are upset about how to do them. They expect some kind of response they don’t know how to deal with. It’s usually people who identify. They know that they have some challenges and they want some help. They want to become conflict confident.

Corey: In your experience as a coach, how important is a match between coach and client?

Cinnie: It’s probably one of the most important things about coaching I would think. I think that trust needs to build, the foundation, the rapport. They’re integral to making sure that clients feel trust for the coach. Ideally, that the coach has a sense of the client’s commitment, and not just ideally. It’s necessary that the coach knows that the client is committed and that they’re willing to go through the ups and downs and challenges of coaching relationships which can go on for a long time and really requires the client to dig deep and for the coach to be able to be there for them. That relationship is so important.

Corey: Can you show us a success story?

Cinnie: Well, I’m happy to say I have lots of success stories. I would say I was thinking about a recent one where a fairly senior vice president in a hospital was having a lot a lot of challenges everywhere she looked—whether it was the board, whether it was with her staff, whether it was with the research group. Wherever she was going, there was conflict among people. Whether or not she was directly involved, it was her dispute or not, she was faced with in and just didn’t think that she had the skills to know how to manage it and be able to deflect work with it. In my field of conflict management, conflict isn’t considered a bad thing. It’s considered something to learn how to engage in so that you can look for the opportunities in it. She finally started to see the opportunity. She lessened and has reduced immeasurably her general reactions to conflict. She’s regulating her emotions more and she’s able to manage and help other people manage more effectively.

Corey: That’s wonderful. It’s a great story.

Cinnie: Yes. Yeah.

Corey: Thank you so much, Cinnie, for being here with us today. Appreciate it.

Cinnie: Thanks for asking me, Corey. It’s a pleasure to be here.

About Conflict Management Coach Cinnie Noble:

Conflict Management Coach Cinnie NobleCinnie Noble is the founder of CINERGY™ Coaching, a division of Noble Solutions Inc. She is a lawyer-mediator, a certified coach and a former social worker, who has studied and practiced a range of conflict management services, for over 20 years.

You can visit her website here: CINERGY™ Coaching

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Executive Coach Terry Hildebrandt

Interview with Executive Coach Terry Hildebrandt

Corey: Hi! My name is Corey Quinn, and I am the founder of We are a site that matches coaches with clients based on fit. I am here with Terry Hildebrandt. He is a professional certified coach. Welcome Terry.

Executive Coach Terry Hildebrandt Thank you.

Corey: Could you share with us, why are you a coach?

Executive Coach Terry Hildebrandt Well, I love to work with individuals and groups to help them reach their goals. I’ve been working with people in corporate, non-profit, government, and with individuals for over 15 years. I get great personal satisfaction in helping others succeed.

Corey: That’s wonderful. Could you share with us when is the good time that someone should consider working with you as a coach?

Executive Coach Terry Hildebrandt Okay. Clients come to see me for two main reasons: One is to work through a major challenge that’s holding them back from reaching their goals. This could include things like trying to make a major life decision, such as changing careers, improving a skill such as becoming a better communicator, learning to be more organized and productive, or improving their conflict management skills for a few examples. The other main reason people work with me as a coach is to

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improve on what they are already doing well. As we know, even top athletes have coaches to keep them at the top of their game and to reach even greater levels of performance. As an executive and leadership coach, I can work with you to reach new levels of performance.

Corey: Okay. Who is an ideal client for you Terry?

Executive Coach Terry Hildebrandt For me, an ideal client is someone who is ready to take action and is looking for a thinking partner that helps them create a plan for success and someone to hold them accountable for sticking with their plan. Coaching works best when the client is open to learning about themselves, exploring new options, and is ready to make some changes. I work with a variety of different clients ranging from corporate employees and leaders to individuals who hire me out of their own pocket and small business owners looking for support in running their business.

Corey: Okay. So, in your experience as a coach, how important is a match between a coach and a client in your experience?

Executive Coach Terry Hildebrandt Well, rapport between a client and a coach is critical. The client needs to be able to trust and relate to the coach’s experience and style. My broad work background as both a leader in corporate America and as a small business owner enabled me to relate to the experiences of both men and women in a variety of settings. I’ve worked with clients in a number of industries including hi-tech, manufacturing, banking, insurance, real estate, nursing, non-profit management, and government. I hold on a graduate degree on science and engineering and advanced graduate degrees in organizational development and human development, which enabled me to relate to a broad range of clients and their goals.

Corey: That’s great. What a great background. So, could you share with me a success story please?

Executive Coach Terry Hildebrandt Sure. I’ll provide one example from small business clients and two from the corporate world.

Corey: Okay.

Executive Coach Terry Hildebrandt I’m currently working with a small business owner of a manufacturing company who has about 12 employees. He is looking to grow his business and has engaged me as a coach to help him work through a number of leadership challenges. He wants to put employees a more [inaudible 03:32] staff and ensure they are compensated and rewarded appropriately. We also have explored his own personal long term goals for spending more time with his family of four children and planning for his retirement. I worked with this client to brainstorm solutions and hold him accountable for reaching his goals through regular check and meetings. The second story is from a manager within Fortune Fifty company who wanted to improve her leadership skills in facilitating meetings. I observed this employee facilitating a real meeting at her work place and then provided feedback on my observation and I introduced her to a new model for facilitating and meeting design that enables her to take her facilitation to a new level. The third example is from an individual who was also a corporate employee who wanted to transition into nursing. We spent a few months exploring this individual’s long term goals and interests. We then developed the plan for her to transition out of her corporate job into the field of nursing. She did leave her corporate job and enrolled in a formal nurse education program. The coaching process built her confidence and supported her in developing a robust plan to be successful.

Corey: That’s great. Wow. Very diverse set of clients but it sounds that you did a great work. Thank you so much for being here with us Terry. I appreciate it.

Executive Coach Terry Hildebrandt Thank you.

About Executive Coach Terry Hildebrandt

terry hildebrandt executive coachTerry Hildebrandt is a catalyst for individuals and organizations to realize their full potential by providing facilitation, coaching, and organizational consulting. He equips you with the self-awareness, tools, and processes to reach your goals!

Terry has over 14 years of coaching experience. He has dedicated a large portion of his career to executive coaching and organization development. He has worked with companies and organizations in multiple industries including high tech, manufacturing, professional services, insurance, energy, government, schools, and nonprofit. He works primarily with mid-level and senior executives including members of the executive committee, board chairs, chief executive officers, vice presidents, directors, and selected promising leaders.
He has worked with the leaders of global business units and their teams to design and implement organizational change initiatives resulting in increased revenue, greater market share, improved executive team effectiveness, and alignment of organizational culture with new business strategies. Terry is an expert in the principles of evidence based coaching, which involves using the best existing theoretical and researched knowledge, in combination with his personal coaching skills and knowledge of the client, to develop and deliver an effective coaching engagement.