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the first step is often
the most difficult

one foot in front of the other – in a meaningful way

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Decide to Thrive

The first step is to realize that the potential to thrive – to live a more satisfying, impactful life is available for you to uncover. If you make a commitment to step into discovering your best authentic self, it will be the best investment you will ever make—benefitting not only yourself but also your family, your team, and your overall business.
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Request a Consult

During our initial meeting, we will explore where you’re currently at, what internal challenges and external obstacles you are facing, and what accomplishments you are shooting for. Your openness is critical to understanding whether or not we will be a good fit, and if I can be an effective guide for your transformation.
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engage in practice

If we decide to work together, our 1:1 meetings, team development sessions, or workshops will be only a piece of the roadmap for your life. Those individuals who commit to the entire process with fervor and dedication will find success, perspective, and authenticity.
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UNCOVER your potential

Realize Your Path

Most of my clients work with me for a fixed amount of time and they feel fully equipped to move forward with a different perspective of who they are, see more choices and possibilities, have tools, strategies, and embody new experiences to honor their truth and inspire others to move toward success also.
UNCOVER your potential

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Gebi-Liang2

“I would highly recommend Therese as an executive coach for anyone who wants to genuinely develop themselves. She is very good at listening, asking questions instead of providing direct answers, which helped me to develop a skill of inquiry and seeing different perspectives that has become a part of me. Through a systematic approach of physical observation, exercises and meditation, she helped me adjust and improve my responses – it is very powerful and effective. In addition to our specific coaching goals, I learned to be more comfortable with who I am, not to grip things so tightly and let things go while focusing on what is really important for me in work and life.”

gebi liang

jang

“Therese helped me in several ways. The two most impactful were clarifying my vision & mission and improving my self-awareness so that I could be more effective. She is also perceptive and quick to give feedback if you’re open to it.”

jang kim

sumitha

“I have had the good fortune of working with Therese during a time when I was transitioning to a bigger and impactful leadership role. Working with Therese has helped me gain a higher level of self awareness and more importantly has positively impacted my professional and personal relationships.”

sumitha sampath

lee

“Therese is wicked smart, but she goes far beyond cognitive concepts in her coaching.  She works expertly with a leader’s emotional intelligence, and with a leader’s embodiment and presence. Therese’s coaching powerfully affects how a leader shows up in life and work. Other attributes Therese’s clients will appreciate are her professionalism, calmness, responsiveness, pro-activeness and sense of humor. She is an ally walking by your side, offering different points of view to sharpen your perception. Therese is an extraordinary coach that I highly recommend.”

kristen lee

how the process can work for you

Coaching, you see, is not telling people what to do. It’s giving them a chance to examine what they are doing in the light of their intentions and to develop some new competencies.

James Flaherty
Coaching: Evoking Excellence in Others
How will coaching help me?

Coaching facilitates integral, developmentalchanges that involve the heart, mind, and body. The process engages all of our faculties, thus cultivating a more informed awareness of our internal and external environments, including how we view the situation, our emotional terrain, what we are sensing in our bodies, the relationships that support us, and our interconnectedness with others in the world.

Working one-on-one or with teams (both on-site and in workshops or retreats), Being & Becoming partners with clients to identify the new behaviors they want to practice. We then work together to implement a plan of action designed to achieve lasting change, with an ultimate goal of helping them maximize their potential both personally and professionally.

Clients seeking Being & Becoming coaching services often find themselves asking deep questions about their personal and professional lives, including how to:

  • Be more authentic and connected in personal and/or professional relationships
  • Communicate and influence more powerfully
  • Lead more effectively and deliver impactful results that add personally satisfying and meaningful value to the team/organization/family/community/world
  • Integrate, balance, and be more intentional in our actions
  • Make choices that align with our values, beliefs, and existing personal and/or professional circumstances

In addition, when it comes to the business world—where rapid change, information overload, and technologies enabling round-the-clock availability have resulted in a more competitive environment—effective coaching can mean the difference between running in place and breakout success, or even between success and failure.

Whether using coaching services for personal or professional reasons (and many of our clients use Being & Becoming for both), those who have worked with us report feeling more grounded, balanced, and self-aware, and tell us they enjoy an enhanced sense of meaning, fulfillment, and well-being. They also display greater confidence and an increased ability to achieve success.

What is developmental change?

Development is about both external and internal change. Outer, or horizontal, change pertains to developing new skills and competencies in order to achieve our goals, to deliver results, and to be more effective in the world. Inner, or vertical, change is about developing meaning and fulfillment in our lives. When we begin to ask the question “To what end?” we gain clarity about “Who am I?”

What is embodied learning?

It is not enough to read a book about learning how to play the piano or to speak effectively in public. Research has shown that our brains are elastic and that new neural pathways are formed throughout our lives—whether we are 8 or 98. We need to practice these skills so that new learning is impressed upon our bodies at a cellular level. It is only through practice, and the resulting neurological change, that real learning takes place.

What is the process for executive coaching?

  • Understanding the Context: Initial meeting with executive and company sponsor to determine the team situation, business context, and goals.
  • Understanding the Executive: In-depth interview with the executive to understand their perspective of the world in which they work, their commitments, and leadership style.
  • 360-Degree Interview: A “360-degree” assessment of the executive’s key stakeholders, which might include a manager, peers, direct reports, customers, and suppliers.
  • Assessment and Custom-Designed Program: The coach makes an assessment and designs a customized program encompassing mutually agreed-upon Purpose and Intended Outcomes. Practices, exercises, reading, and other resources are tailored to the executive.
  • Executive and Sponsor Alignment: Key themes and program shared and appropriate changes made so that all are committed to an agreed-upon outcome.
  • Individual Coaching: Typically 3 hours of coaching per month (over a 6-to-12-month period) covering urgent concerns and long-term competencies, with a goal of leaving the executive more self-aware, competent, and fulfilled.  These meetings are a mixture of person and/or video.
  • Mid-Program Review: Coach formally reviews current progress and intended outcomes with executive and sponsor, course-correcting as needed.
  • End-Program Review: Coach formally reviews the actual and intended outcomes with executive and sponsor, and successes are acknowledged and celebrated. Executive continues to develop on his own and/or contracts for another period of coaching.

What is the process for team systemic coaching and development?

  • Understanding the Context: Initial meeting with management and team leader to understand vision, business strategy and context and team situation.
  • Assessment of Team Dynamics: In addition to evaluating the team’s patterns and how members communicate with one another, how strategy is operationalized; summarize key outcomes of the team development project.
  • Assessment of Individuals: Understand each team member’s goals, strengths, and development opportunities.
  • Custom-Designed Program: Program designed to meet business goals and team success. Typically lasting 6 – 9 months, the leaders reinforce their learning with weekly touch points that range from:
    • Big group experiential learning
    • Small group coach-facilitated practice
    • Small group self-facilitated practice
    • 1:1 executive coaching
  • End-Program Review: Coach formally reviews actual and intended outcomes with management, team leader and team, and successes are acknowledged and celebrated. Team takes lessons into next assignment.