Products & Services
A Portfolio of Leadership Coaching and Training
The Kiely Company, LLC focuses on training that develops the leadership traits that business demands. Leaders - who can quickly turn diverse groups into highly effective virtual teams. Leaders - who can bridge different cultures and different generations. Leaders - who communicate effectively at all levels.
The Five Intelligences of Quintessential Leadership plus Effective Communications — Q5/EC — form the core of The Kiely Company’s management and leadership training.
Executive Coaching
“Leaders relentlessly upgrade their team, using every encounter as an opportunity to evaluate, coach, and build confidence.” —Jack Welch, Winning
The ability to articulate a clear vision and strategy, solve problems, and coach and develop team members is a fundamental requirement for to-day’s leaders. Talent alone won’t create enduring success… your leaders have to use their skills and knowledge in unique ways to combat challenges and harness the power of their teams. Our executive coaching provides your leaders with a customized approach to their development. No two leaders are the same, so no two executive coaching assignments will be the same. Your leaders will
- Discover the characteristics of extraordinary leaders.
- Uncover and foster their own leadership style and philosophy
- Develop the interpersonal skills necessary to communicate organizational goals and provide specific yet motivational performance development.
- Practice problem solving and coaching.
- Leave with a personal development plan.
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Q5 — The 5 Intelligences of Quintessential Leadership
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1. Leveraging Personal Styles (PSQ)
Successful leadership depends on the ability to understand your own personal communication style and that of others. Leaders who know how to navigate their way through the various ways people prefer to take in, process, and deliver information will be able to communicate more effectively and get the best performance from all styles. They will never confuse personal style with ability.
There are many assessment tools that effectively allow course participants to gain insight into their own styles including:
- DiSC® - Personal and professional success requires understanding people’s model of the world. Research indicates the insight achieved through the understanding of one’s personal behavior on themselves and others. The DiSC® four-quadrant behavioral personality profile test provides an understanding of people through awareness of temperament and behavioral styles.
- TRACOM Social Styles - The Self-Perception instrument from the TRACOM Group™ includes two questionnaires:
- The Social Style Self-Perception Questionnaire assesses how you view your own behaviors in the context of various situations.
- The Versatility Self-Perception Questionnaire assesses how well you feel you work with others and how your behaviors affect others.
- THE PLATINUM RULE - style assessment. An effective on-line tool allowing for a self and/or a 360 point of view
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2. Applying Emotional Intelligence (EQ)
Elliott Solloway, a Yale professor and researcher, coined the term emotional intelligence to show that there were additional abilities - beyond skills, knowledge, and intellect - that linked to success.
Self-awareness: the ability to understand the link between one’s own emotions, thought, and action.
Self-regulation: the ability to control emotions or to shift undesirable emotional states to more appropriate ones.
Motivation: to be able to tap into emotional states that promote a drive to achieve and be successful.
Empathy: the knack to read, be sensitive to, and influence other people’s emotions.
Social skills: to initiate and sustain satisfactory interpersonal relationships.
According to Daniel Goleman… in a business context: “The most effective leaders switch flexibly among the leadership styles as needed….Such leaders don’t mechanically match their style to fit a checklist of situations; they are far more fluid. They are exquisitely sensitive to the impact they are having on others and seamlessly adjust their style to get the best results.” —Daniel Goleman
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3. Understanding Cultural Differences (CQ)
Today’s organization draws on the talents of people from across the globe. Whether it’s in virtual teams that may only interact online or on-site colleagues who interact on a daily basis, cultural norms can get in the way of effective interactions. Practices that are second nature to one person may be unfamiliar or (worse yet) offensive to another. Understanding the differences and raising people’s sensitivity to their own and others cultural norms and biases goes a long way to creating a tolerant and productive work environment.
Assessments that we have used successfully to enhance cultural intelligence includes the following:
- FIRO-B ® - Fundamental Interpersonal Relations Orientation-Behavior™ assessment has helped people around the world understand how their need for inclusion, control and affection can shape their interactions with others at work or in their personal life.
- Thomas-Kilmann Conflict Mode Instrument (TKI) - This instrument helps people discover which of five conflict-handling styles is their preferred “mode”. Through this self-awareness, participants assess the impact of their preferred style on resolving conflicts and not having them escalate to the point of damaging relationships.
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4. Managing 4 Generations (GQ)
The workforce today contains four quite different generations - each with different life experiences and life expectations. What motivates each? How does a manager keep the different generations working together as a cohesive team? What challenges does the manager face based on his or her own generational style and motivations? Leadership skills require an understanding of what’s different and what’s the same - and knowing how to leverage those differences and similarities to achieve top performance.
Useful assessments to help leaders understand their impact on multi-generational teams include:
- Leadership/Impact ® (L/I) - Leadership/Impact is a 360° assessment that provides leaders with targeted feedback on their impact on the behavior and performance of others. This informative “window” reveals not only the strength of the leader’s impact, but also its implications for his/her effectiveness and that of the organization as a whole.
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5. Leading Virtual Teams (VQ)
All the insight, knowledge and skills come together in the critical skill of gaining respect as a leader of virtual teams. Even though team members may rarely meet face to face, each individual needs to know that they are a valued contributor. How team members interact and perform is a direct function of how effectively the leader manages the team and meets the individual needs of each member to create a cohesive whole.
Effective instruments for leadership include:
- MBTI ® - The Myers-Briggs Type Indicator ® assessment is the best known and most trusted personality tool available today. It is extremely useful for understanding individual differences and uncovering new ways to work and interact with others.
- Parker Team Player - The Parker Team Player Program helps people achieve extraordinary results through teams.
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The Fundamental Concept: Effective Communications (EC)
When communication fails or simply isn’t all it could be, the fallout may not be immediately obvious. Problems begin small and cause minor, seemingly unrelated instances of discord, inertia, and inefficiency. Left unaddressed however, communication problems mushroom into major issues. Customers complain and then switch to the competition. Sales stagnate or drop off. Ultimately, ineffective communication takes its toll on productivity, on profitability, on shareholder value.
Fundamental communication skills are a “must have” for to-day’s leaders. They have become the price of admission for effective management and leadership.
Communication skills are core competencies for all Q5 Leadership Intelligences. We address communication issues across key business processes, from operations and finance to technology and management. Freed of counterproductive communication habits, your work force will be able to focus its talent and energy on its main job: achieving your organization’s business goals.
Our customized solutions instill the practices that:
- Demonstrate integrity, professionalism, and continuous learning
- Foster trust, collaboration, and teamwork
- Improve customers’ satisfaction
- Motivate employees to action
- Resolve conflict
- Support creative thinking and innovation
- Facilitate change
- Promote efficiency, productivity, and profitability
Our Q5/EC suite of essential leadership training compresses years of on the job learning into a more direct route to success.
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Best Year Yet® Team Program
What if your business team…
- …improved from the worst to the best sales region?
- …increased its work satisfaction from 41% to 92%?
- …had a $165 million turnaround?
- …reduced its working hours and got better results?
- …increased its focus, accountability, passion, communication, and fun?
These are just some of the documented results from Best Year Yet for teams.
Research in the August 2005 issue of Harvard Business Review revealed that businesses average only 63% of the results they target in their strategies. Most often it is NOT their strategy that is the problem; it’s the execution of the strategy.
Best Year Yet®, is a unique 12 month strategy implementation system, seamlessly combining all the elements required to produce the results your strategy is promising:
Alignment— of the key people needed to produce our results,
Planning— for specific month by month results-producing actions,
Tracking— the progress and accomplishments on an internet accessible software system,
Coaching— using a just-in-time approach to leadership development, and finally…
Winner’s Mindset — tackling the often intangible beliefs and psychological make-up that feeds the actions of winners.
Action + Attitude = Results
To build high-performance teams that produce results time and again, you need to shift attitude and action — and not focus only on symptoms.
We offer a quick, powerful, and proven system that creates the right attitudes and actions and produces results every time!
How it Works
The Best Year Yet for Teams program consists of three main components:
- An initial assessment
- The Best Year Yet Team Planning Workshop…
- And a yearlong follow-up program of business coaching and support designed to equip your team to become masters at producing results. Time after Time… Year after Year. Learn more
Best Year Yet Individual Program — The purpose of the Best Year Yet workshop is to make this year your best yet. For more than twenty five years, thousands of people have used this exercise to think about what really matters to them and make a sensible and realistic plan for the next year of their lives. The results have been inspiring. Learn more
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Sales Coaching
You hired the right people. You know they are in good territories, but are struggling. At The Kiely Company, LLC, we have a proven track record working with high-potential salespeople who are not producing those expected results.
We will work one-on-one with your sales professionals, analyze the root cause for their slump, create a plan for their renewed success, and coach them as they work the plan.
Gap analyses and coaching may include:
- Sales cycle clarity.
- Pipeline condition and management.
- Sales activity analysis.
- Prospecting and sales call habits and behaviors.
- Time and territory analysis and management.
- Sales strategies.
At the end of our coaching intervention, your sales people will:
- Know what actions and attitudes veered them off track.
- Know what actions and attitudes will keep them on track.
- Have a customized plan to bring them to a successful year end.
- Know how to intervene when they begin to veer off track again.
- Have a renewed and energized view of their own success capabilities.
“Working with Nessa as my coach brought back the confidence that was slipping away after a rough start to my year. Together, we analyzed my territory and my sales activities and pretty soon I was back on target. My numbers went up. I got off my boss’s hit list. But what was really great, was her ability to “get me” so quickly. She has an uncanny ability to see beyond what I was saying. She couples that with her extraordinary coaching skills and sales knowledge and she makes things happen. I would highly recommend her.” —Mark M., Nashville, TN
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Communicating Cross-Culturally — Developing Your Cultural Intelligence
Companies that begin to work internationally as a result of opening new markets or mergers and acquisitions, will typically experience cross-cultural failures and challenges.
Why? To a broad extent it is because we are generally unaware of the biases of our own culture and feel uneasy or threatened or irritated when others do not respond as we expect. We are more comfortable when others respond like us, when they think like us, appear to make decisions like us, and even share our sense of humor.
When others are not behaving “just like me,” we attribute a meaning to that behavior which may be completely wrong. Behavior that is normal to us may seem bizarre or rude to those from a different culture. As an intercultural manager, a lack of cultural intelligence will just add to an already challenging work environment; deadlines and productivity will suffer.
This program is designed to help you become more culturally intelligent. At its conclusion you will be better able to:
- Describe the typical challenges companies face when communicating cross-culturally and their unintended business impacts.
- Understand the three levels of mental programming and how they impact our behaviors and judgments.
- Understand how our visible behaviors are influenced by five underlying cultural values.
- Use your Cultural Intelligence (CQ) during and after international expansions and mergers and acquisitions.
- Apply a “CQ - Check” planning and implementation tool when communicating cross-culturally.
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Business and Personal Coaching
- Coaching Leaders / Behavioral Coaching — helping leaders achieve a positive long-term change in interpersonal behavior, build better relationships, and become more effective in motivating people.
- Coaching for Leadership Development — helping organizations install leadership development programs and systems that ensure an ongoing pipeline of great leaders.
- Coaching for Organizational Change — helping organization successfully address a wide variety of challenges, including the organization's capacity for innovation, its view on strategic diversity, its implementation of a merger or performance improvement agenda, and its ability to execute a new strategy.
- Strategy Coaching — helping top executives set the tone for the long-term direction of the organization.
- Life Coaching — helping clients work on personal growth, career development and life issues.
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