Search results for: doing right

Susan Smith* is an office administrator in a large California-based law firm. Although she felt confident and competent in her position, she continued to have troublesome issues with several employees under her supervision. Her Human Resources department recommended she receive some professional coaching to try to alleviate the problem, but the coach they assigned her made the process unpleasant, and more like a “punishment” for her actions.

Fortunately, when it came time to evaluate the experience, she reported her negative feelings about the coaching process, and was allowed to select another coaching professional (Debra Bruce), with whom she immediately felt a good chemistry and respect.

“From the beginning, it was so obvious that Debra was on my team,” states Susan, “It was a great interpersonal fit. Debra keeps everything so confidential, and I immediately trusted her judgment.” After completing an initial DiSC® Behavior Style Profile, Susan gained invaluable insight into her own professional strengths and weaknesses. “I had appointments with Debra every 10 days, and she gave me very manageable tasks to work on as homework. Under her guidance, I listened to two CDs, “Crucial Conversations” and “Crucial Confrontations,” from which I gained a new mindset and the tools on how to better deal with difficult people. From the outset, I looked forward to each of our conference calls, and Debra’s helpful, objective advice.” Debra and Susan sometimes discussed and role played specific skills in advance for upcoming challenging conversations, and debriefed the results afterwards.

What is Susan doing differently and better, since her interaction with her new coach? “I’ve vastly improved my communication skills, and see the importance in really listening to others. I go out of my way to walk the halls to stay in touch with what’s happening outside my office. I’ve learned the value of little things, like writing thank you notes, to show my […]

Steve Johnson* is an Associate General Counsel for a large, international oil and gas company. When faced with some challenges created by several employees, he and his Human Resources Department thought it would be useful to hire an executive coach to help him fine-tune his management and communication skills and abilities. His HR team gave Steve numerous coaches to consider who might be suitable for the task. After interviewing Debra Bruce, he knew she was the coach for him. “From the get-go, Debra was forthcoming, personable and easy to know. I was impressed by her intellect and experience, and sensed that she would relate to my environment and its pressures. It didn’t take long for her to become a cheerful, yet serious and trusted advisor.”Before Steve and Debra began their biweekly sessions, Steve read Crucial Conversations and Crucial Confrontations, at Debra’s request. “These books were instrumental in giving me helpful case histories and tips for dealing with issues similar to my own. We then proceeded to discuss my personality, management style and work habits, in great detail. I had the tendency to race ahead when a situation was familiar to me, rather than be patient with an employee’s need to talk and more fully understand my reasoning and analysis of an issue. With Debra’s help, I now listen to my staff and do what I can to make them feel safe and respected. I look for ways to praise people, and point out their positives versus their negatives. I discovered how to help people succeed, and in so doing, gained a more productive, cohesive team.”

“Working with Debra was very hands-on, and it was always clear that she wanted to help me and make a difference. She videotaped me so I could review my body language and correct any negative or unintentionally intimidating […]

John Jones* is an officer within the legal department of a publicly-traded company. Given the volume and fast pace of his work, he decided to personally invest in a professional coach to help him deal with a variety of issues, including managing employees at all levels, communicating effectively (both internally -up and down within the corporate structure, and externally – wearing a dual hat as attorney and business person), developing an executive presence within the corporate structure, goal-setting and time management.John had long been familiar and intrigued with the idea of a personal coach, and had the fortune of knowing Debra Bruce in her prior law practice. The decision to use Debra “was a no-brainer,” as they already had a strong comfort level for the type of candid, no-holds-barred relationship between a coach and client.

“Having worked with Debra a number of years in private practice, I had always had the highest regard for her legal skills. However, I have been even more impressed by her skills as an executive coach. There have been numerous times where I have felt like I was the victim of criticism for something I did at work. Debra taught me that people were not necessarily criticizing me as an individual, but rather, critical of an unsuccessful or unpleasant process or policy. Today, I’m much less defensive and more confident in what I’m doing because I no longer internalize what I used to feel as criticism. I better understand my audience’s insecurities and issues, so I’m more focused and empathetic rather than defensive and angry. She even made me look in a mirror to examine my body language, so my non-verbal communication wouldn’t project the wrong attitude or send bad signals to whomever I was communicating with. She’s helped me gain a much-desired “executive presence” with not only my team […]