We Maximize Performance And Success For Key Leaders In Engineering Organizations

Are You Ready To Upgrade Your Strategy?

Our Mission

Leadership Coach, Bev Benwick, created Advance Your Leadership to help leaders develop effective strategies that benefit their team, company, and career.

Her customized leadership coaching is aimed at key leaders of engineering organizations teams who want to achieve better results on a daily basis. She works alongside a wide variety of leaders in the industry including functional, value stream, and C-Suite leaders. Bev understands that the engineering industry requires a very specific approach when it comes to leadership and employee engagement. As a result, she has created a coaching strategy that is specially honed for the engineering world.

The AYL Process

What makes Advance Your Leadership unique and above the competition? Bev looks at her clients’ particular situation and molds her coaching strategy accordingly. Whether you are a new executive trying to define yourself as a leader or you are trying to improve productivity results, Bev works alongside you until the job is complete!

A cookie-cutter approach to coaching is bound to fail. Coaching must be individualized and flexible. That said, it’s not all “art.” The “science” component is just as key. Here’s an outline of the process that Bev typically uses.

1. Initial Briefing of Possible Assignment.

Bev meets with the organizational sponsor to develop a baseline understanding of what’s needed.

2. Enrollment and Introduction.

An introductory meeting with the potential coachee to exchange information and speak to the coaching process. Bev determines the best-aligned coach for the individual and their needs.

3. The Welcome Session

Bev then introduces the client to the logistics and guiding principles of the coaching engagement. This is an excellent time for Bev to gather background information and understand the client’s expectations and objectives.

4. Assessments and Specialties

We utilize tools such as Leadership 360s, Stakeholder Centered Coaching, Personality Type Indicators, EQ and Neuroleadership. Bev gauges the executive’s personality and leadership style, areas of strength, targets for growth, and overall effectiveness. This is a perfect opportunity for driving up self-awareness.

5. Development Planning

Bev then implements the coaching plan. She keeps priorities focused, simplistic, and goal-oriented. We make sure all targets are specific, realistic and achievable. This is also the time to get creative, as Bev explores all possible paths to success and identifies resources that are needed to make results come to fruition. Most importantly, the coaching process allows us to course correct as needed.

6. Closure - Next Steps

Did you achieve your goals? What kinds of ongoing development, if any, are needed? What can be done to lock in positive changes and prevent bad habits from resurfacing? This period of reflection is essential for long term success.

Optimize Your Leadership, Team, And Bottom Line Results.

When Is It Time to Call In The Cavalry?

You may wonder when most leaders need the type of coaching that Advance Your Leadership has to offer. While some leaders use this opportunity to further sharpen their skills and a way to continue their growth, many professions and executives come across a situation or career change they need help with.

When does executive coaching move from a “nice-to-have” to a “must-have-as-soon-as-possible” for your organization? Here are some triggers that indicate you need to invest in the proper leadership coaching, stat:

Mature businesspeople sitting beside desk in light office, talking with young businessman via internet
  • A high-stress situation exists, perhaps a merger, an acquisition, a downsizing, or a lack of resources, impacting performance.
  • High-potential candidates may be identified, but lack leadership development and growth opportunities.
  • A newly hired leader needs to effectively adapt to the new culture.
  • A key leader needs to be rapidly moved into a new role.
  • A leader has a lack of leadership style awareness, be it individual or group
  • A large-scale change such as an organizational re-alignment, or strategic entry into a new global market.
  • The company’s existing culture has generated low trust throughout the organization.
  • You are struggling with positioning key leaders for top C-suite roles.
  • A leader is exhibiting exaggerated or unwelcome behaviors.