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Dr. Nancy Yahanda is a three time winner, Top Ten Executive Coaches awarded by The Boston Herald and Women's Business

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"What we do for ourselves dies with us. What we do for others and the world remains and is immortal. "
Albert Pine

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Services - Success Stories

Two Visionaries Seeking to Catalyze Change in Their Non-Profit Organization

The Situation

Co-founders (now co-Directors) of a national non-profit organization wished to identify and resolve issues that could be preventing them from leveraging their organization more effectively and leading their team to stronger performance. We were engaged to identify their leadership strengths and challenges and sort out the personal and professional issues that were limiting their ability to become more effective individual and collective leaders.

What We Did

Through observation, assessment, and individual interviews and observations of the Directors in action against a Senior Leader Competency Profile, we conducted a comprehensive leadership and role assessment. The assessment revealed distinctive competency profiles of each Director.

DIRECTOR A DIRECTOR B
STRENGTHS
  • Integrity
  • Resilience
  • Entrepreneurial focus and strategic thinking
  • Advocacy
  • Building an effective public image
  • Integrity
  • Resilience
  • Driving results/taking charge
  • Inquiry
  • Operational excellence
CHALLENGES
  • Ensuring accountability
  • Inquiry and open dialogue
  • Building a high potential team
  • Ensuring accountability
  • Setting vision and direction
  • Building a high potential team

The Results

  • Through the assessment process, we helped to elevate the Directors' awareness of their distinctive leadership styles and, through joint coaching over a six-month period, we worked with the Directors to explore the ways in which they could better leverage their individual strengths to complement each other's style and minimize their challenges.
  • Both Directors agreed that their leadership team should be expanded to include a broader range of leadership skills; they hired a COO with a mandate to focus on ensuring accountability and developing next-level leaders.
  • They established core processes that would better manage performance and build future capability.
  • The Directors involved the Board in new and different ways to more fully leverage that group's capabilities and experience for the benefit of the organization.
  • The Directors ultimately adjusted their own roles and responsibilities to better leverage their individual and collective strengths; these changes were communicated to the broader organization and in some cases reporting channels were explicitly realigned.

The Outcome

Following these efforts, the organization successfully entered new markets as well as sustained their success in existing markets beyond their initial expectations.

To obtain these results see our Partner Coaching Services.