Strengths-Based Coaching and Workshops


When you invest in your people, you’re investing in the success of your organization.

Concurrence Consulting engages with organizations that seek to engage their staff, cultivate a high-functioning team, improve organizational effectiveness, and/or successfully deal with change.

A Four-Step Framework for Success

A successful engagement with Concurrence Consulting is a commitment — not a quick, one-day workshop. A “one and done” approach won’t lead to improved individual performance and achievement of organizational goals. Our framework is designed for the best return on your investment.


Here’s an overview of the four steps:

1. CliftonStrengths Assessment

Each participant will take the online CliftonStrengths assessment. They will then receive a full report of the 34 themes that explain how people work. We will complete a one-hour debrief to review their top five strengths so that they can “name and claim” their strengths. When individuals use their top five strengths daily, they are more engaged and more productive. Read more about why we use CliftonStrengths.

2. Team Workshop

Each person in a team brings specific knowledge, skills, talents and resources necessary to do their job. When each person learns about and understands the strengths of their other team members, we can build a team maximized for success.

In a team workshop, participants learn about each of the 34 themes. Team strengths are identified and discussed and then the group identifies their most pressing goals requiring the full strengths of the team. We’ll work together to develop plans to achieve those organizational goals using the 34 themes.

3. Leader Debrief and Plan Development

Team leaders receive a debriefing and a plan to guide them as they maximize their team’s individual strengths to meet organizational and departmental objectives.

4. Individual Goal Coaching

Each participant will receive a one-hour coaching session to develop their personal plan to stay on target.

 

In-Depth Sessions for Further Skills Building

The engagement can continue past the initial team workshop to include quarterly team sessions to gain in-depth understanding and skill building in four key domains: strategy, execution, relationship building and influencing. These four domains will be explored in relation to the goals that were established in the first team session.


Ongoing Support

 

Once you have made the initial investment in strengths, our ongoing support ensures that the framework is integrated into your daily operations.


Additional Coaching Opportunities

Teams and individuals may opt to engage in a six-month or year-long custom coaching program to stay focused and accomplish their personal and professional goals.

Here are examples of some of the ways we engage with leaders through our strengths-based coaching:

Performance Management

There are four key areas of performance management: Recruitment and Selection, Employee Engagement, Performance Management, and Development. Within each of these areas we provide information and opportunities for you to develop an understanding of your leadership role.


The Role of Trust, Compassion, Stability and Hope

Gallup research tells us that the chance of people being engaged in work when they do not trust their leaders is just one in 12, while the change of being engaged when they do trust their leaders is one in two. In a random sampling, 10,000 individuals were asked “What has a leader contributed to your life?” Four key concepts were repeated among respondents: Trust, Compassion, Stability and Hope. 

Concurrence Consulting will explore these themes with you to first identify how these concepts have added to or detracted from your development, and then to determine how you can internalize these themes to create an environment with these foundational concepts for others.


Change Management and Stakeholder Engagement

Every leader within an organization is responsible for change initiatives on some level. Understanding how to lead and manage change, as well as how to engage stakeholders and address their concerns is typically a component of our engagements.