We partner with winning companies who prioritize women's career progression and professional and personal development.

 

We help winning corporations across the country support their top female talent by offering a unique in-house professional development program based on a peer-coaching model. Designed to improve your company's effectiveness in attracting, recruiting and retaining women, Aspire Higher prepares your top female talent for leadership and career success by helping them assess and access their leadership capabilities and hone essential leadership skills, including negotiation, communicating, creating vision and strategy, and influencing. The program teaches concrete strategies for career advancement adding to your talent strategy and leadership pipeline. Aspire Higher also helps women understand and master the gender dynamics in the workplace and develop effective strategies for managing these dynamics for their own success.

If you want to learn how to position your organization and talent strategies towards the attraction, retention and development of female talent, contact Amy directly at 832-419-0639.


 

 

Through workshops, training sessions, group coaching and private coaching, our firm will show you how to leverage your strengths and identify the possible career derailers common to many high performers and organizations in order to achieve the results you need.

 

 

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Are you a female high-performer at work who wants more success or a company looking to implement in-house a professional development program for your top female talent? Check out Amy's Aspire Higher program.

 We'll help position your organization and talent strategies towards the attraction, retention and career development of your talent pool through the following offerings:

 

Performance and Leadership Consulting · Executive Coaching · Executive Team Development · Professional Development Programs · Leadership Development Programs · Gender Training · Career Coaching · Team and Group Facilitation · Women’s Leadership Programs · Workshops and Seminars · Speaking and Presentations · Management Consulting

 

How are you linking coaching initiatives to your organizational strategy?

Let us co-partner with you.

 

First we’ll act as consultants to help align your organizational strategy.

 

Then we’ll facilitate the actual process of coaching your employees including follow-up.

 

 

Our process is straightforward:

  • Growth-and outcome-based —measurable objectives set at the beginning.
  • Focused on leadership behaviors and business results —with deliberate practice, challenge, and feedback.
  • Integrated with talent and leadership development initiatives and models.
  • Structured, yet flexible, and responsive to business needs and changing dynamics.
  • Partnership-based and interactive with HR and our culture.
  • Measurable –with periodic scheduled progress reports.
  • Competent with access to the most effective assessments and tools.
  • Sustainable—results are maintained once the assignment ends.

Our firm understands the significance and complexities that organizations face in developing their leaders in the 21st century.

Trends in Coaching

  • CEOs are asking to be coached: 78% say it is their own idea vs. the Board’s idea.
  • Boards are making talent development and succession planning a high priority and challenging CEOs to keep this front and center.
  • “How to handle conflict” ranks as highest area of concern for CEOs.
  • Coaching is losing its stigma and becoming more transparent as a leadership development program within organizations.
  • Coaching market is growing—56.2% of survey respondents have increased spending in the last three years.
  • A key trend is the rise of internal coaches—developing in-house capability to expand reach achieve greater flexibility.
  • Organizations are building evaluation into their coaching programs.

Our deliverables include:

  • Act as organizational consultants and co-partners with your key internal leaders in “kickoff phase.”
  • Design evaluation process before coaching begins.
  • Make goals as measurable as possible; focus on outcomes such as retention of key staff or team engagement.
  • Conduct measures (Level 1 Evaluation) at midpoint and end of program.
  • Use 360 Data and other assessments to establish a baseline.
  • Repeat 360 Data –interviews post-assignment to measure change (at end of assignment and six months later).
  • Link actions arising from coaching to performance management measures.
  • Use as many touch points as possible to evaluate progress and success.

 

 Areas of Expertise include within the organizational context:

  • Executive Coaching
  • Executive Team Development
  • Leadership Development Programs
  • Internal coaching programs

 

Bottom line: We specialize in the career development of your emerging and current talent through offering unique and innovative programs based on peer-coaching models that help participants assess their leadership capabilities and hone essential leadership skills, including negotiation, team building, and influencing.

 

 

Contact Amy for next steps at 832-419-0639 or Amy@AmyLRobinson.com.