Executive Coaching, Leadership Development (one-to-one and teams) CSIP implementation, monitoring and adjusting. Culture improvement/development.

FiredUP Consulting Group now has SEVEN certified executive coaching professionals. Certified from the Professional Coaching Academy; our blended (in-person / virtual) coaching model is designed from the following principles:

  • Coaching, mentoring and supervision are three very different and distinct lanes of work.
  • Mentoring is valuable, necessary BUT, no longer moves the needle for today’s leadership challenges.
  • Everyone should receiving coaching. Coaching is not remedial. Coaching is performance enhancing.
  • Listen to understand and always be relational through the 70/30 rule of listening to talking
  • Help each professional reach their professional goals through a collaborative approach
  • Provide support and honesty about potential opportunities and changes needed to reach goals
  • Provide caring feedback for improvement to maximize success and reaching professional goals
  • Support each participant in developing a success story, affirming behaviors and positive narrative     

We can and have provided the following:

executive coaching
  • Leadership development for new to the profession principals and superintendents.
  • Sustained mentoring and leadership development for principals and superintendents.
  • Supporting, mentoring and coaching during leadership transitions.
  • Leadership development and support for superintendents in the areas of strategic planning, budget, bond and levy projects.
  • Leadership development and support for superintendents in the areas of culture and climate assessments and improvements.
  • Leadership development and support for superintendents with Board of Education relationships, challenges and opportunities.
  • Coaching and mentoring in the public and provide sector.
    • Secular and faith-based as/if when requested
  • Leadership development for superintendents, central office leaders and building leaders through the use of 360 feedback processes and FiredUP developed tools for growth.

ABCs (Attitudes, Beliefs, Commitments) of FiredUP’s Approach to Executive Coaching

  • We also worked with 82 school districts during the 2022-23 school year to facilitate strategic planning / CSIP development.
  • Our work in the area of strategic planning has afforded us multiple opportunities to engage with leaders in mentoring and some coaching.
  • Because of our work in over 200 Missouri school districts that last three school years; we are keenly aware of what school districts, buildings and school leaders are currently facing in the trenches.
  • We are also cognizant of the “youth” and inexperience we see in many districts, the shortage of leaders that are strategic thinkers, proactive and ready to lead teaching and learning in the post-pandemic era.
  • We believe everyone should receive coaching and that coaching is not remedial but performance enhancing.

We will be coaching building principals and central office administrators with Fox C-6 and Oak Grove in 2023-24 (continuing in 2024-25) with other districts giving consideration to submitted proposals.

  • We’ll do a combination of in-person and virtual with our blended model.
  • We prefer monthly contact with our blended model.
  • We typically do a four and four split between in-person and virtual

Our mindset and beliefs about coaching vs. mentoring. Similarities and differences between the two.

  1. We understand most / many of your leaders have mentoring via local or organizational support. Or both.
  2. Mentoring is good, is needed and is no longer enough.
  3. Mentoring and coaching are two different lanes.
  4. Mentoring tends to take on a lane of Q & A, what would I do in situation A,B,C, a lot of talk about management procedures, routines, fighting fires, problem-solving. Again, necessary. No longer enough to move the needle.
  5. Coaching is more impactful for the long-haul, takes out evaluator / supervisor politics and focuses on building leadership capacity, leadership IQ, emotional IQ, situational awareness, strategic thinking and more.
  6. We provide coaching from certified coaches with over 100 years of leadership experience.

Our Process Includes but is not limited to:

  • Assessing needs through a well-defined intake process
  • Building trust, making connections and creating rapport through the intake process
  • Establing well-defined goals
  • Asking the right questions through a thoughtful coaching protocol
  • Having reflective, confidential and deep conversations about leadership
  • Providing growth-enhancing feedback through ongoing feedback from a non-evaluator/supervisor

Investment vs. Cost Mindset

  • Leaders should consider coaching an investment in the most important resource in any organization. People.
  • Leaders who tend to see this as just a cost on a spreadsheet will tend to view this as a non-value add, or a luxury that the organization cannot afford.
  • Most district’s have between 70-80% of the budget allocation to staffing. And in today’s extremely competitive world for excellent school leadership; this may be worthy of a deeper look for recruiting.
  • Potential applicants have many choices, are highly selective today and districts are now considering many things beyond just salary to attract quality leadership applicants.
  • Many leadership applicants are now seeking coaching and development as one of those “things” that set elite organizations apart.
  • The return on investment (ROI) is exponential growth of those being coached when coaching is done by trained and certified coaches who are skilled at the process.
  • Coaching is most effective when the person is receptive to coaching with an “I get to” mindset vs. “I have to” one.

Resources, Readings, YouTube Videos