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Success Stories

Executive Coaching, Leadership Development, Engagement, Career Transition, Organizational Development
Helping You Find Success With Personalized Coaching

Acquiring The Right Leadership Role 

Feeling out of her league and fearing for her job, Tracy, the regional manager of a financial institution, sought coaching from Cecelia. With four direct reports, who each supervised as many as ten people, Tracy felt as though she was an imposter, a square peg in a round hole. She struggled to meet profitability expectations and found it difficult to motivate and retain employees.

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Cecelia partnered with a reputable vendor to execute a battery of talent assessments aimed at identifying Tracy’s strengths and the types of roles that would allow her to excel. After analyzing the results, Cecelia and Tracy identified roles within the organization that would better match her skills and ambitions, as well as opportunities outside the organization.

Fortunately, Tracy was identified as the right person to lead an improvement project that would be the precursor to implementation of a new enterprise system. Now on a career path that matched and played to her strengths, Tracy became a square peg in a square hole. The regional manager position she vacated was filled with a qualified candidate, resulting in a net gain of two engaged and productive employees. The organization also maintained its employer brand and increased its bottom line.

*Names were changed out of respect for privacy


How Coaching An Entry-Level Employee Benefitted An Entire Business 

New to his position as Director of Fundraising for a non-profit legal organization, Dan wanted to ensure his goals and expectations were realistic for himself, for the Executive Director to whom he reported, and for the organization at large. True to his professional nature, Dan recognized his challenges. He was new to the position and organization, he wanted to establish a six-month path to success, and he wanted an accountability partner as well as a method for holding himself accountable despite his ADD.  

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After identifying his overarching goals, Cecelia applied the SMART goals standard—specific, measurable, achievable, relevant, timebound. Together they drafted realistic goals Dan could share with the executive director to gain her buy-in. As his accountability partner, Cecelia met with Dan weekly to work on secondary goals that supported his plan.

Armed with tools to self-direct and focus, Dan learned to make his attention deficit disorder work for him instead of against him. He became increasingly confident throughout the coaching process and honed his ability to focus on meeting expectations within his desired six-month timeline.

*Names were changed out of respect for privacy

New Leader Coaching 

Ryan, the facilities coordinator of a well-established mid-size organization, felt stuck in his role because of the organization’s structure. He wanted to advance his career, even if it meant quitting, but was anxious about leaving the security of a job without another in the offing. Although he performed his job well, he was not engaged and was becoming increasingly sullen about the organization. Ryan said he would feel better about his current role if he knew the organization would support his career aspirations. 

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Cecelia channeled Ryan’s frustration into ambition. Seeing an opportunity to advance the organization’s brand, and since she was already working with the organization, Cecelia appealed to the VP of Facilities and other leaders on Ryan’s behalf. The leaders understood that Ryan’s motivation, and he was able to openly pursue his job search.

The value to the organization was tremendous. Not only did Ryan feel safe and re-engaged with his employer, but the VP of Facilities was also less stressed, which created a better environment for the entire department. The organization gained credibility among employees, and the fair treatment he received led Ryan to refer others to the organization.

Cecelia and Ryan set a timeframe for the next stage in his career. Using open-ended coaching questions, Ryan identified his career goals as well as habits that hindered his advancement. In less than five months, Ryan found a new role at another organization that would align with his career progression.

 *Names were changed out of respect for privacy

Career Transition

As the Director of Nursing for an established healthcare provider, Monica wanted to take her career to the next level. Working one-on-one through a combination of in-person and video conferencing, Cecelia was able to help Monica transition to a new role that met her career goals and exceeded her salary expectations.  

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The process began with a series of powerful questions designed to lead Monica to conclusions that would best meet her aspirations. In addition to reworking her resume, Cecelia helped Monica develop a plan for her job search and a series of accountability tasks. Working with Cecelia to identify positions for which she was well suited was as an empowering experience for Monica, who landed a new role in just eight weeks. 

Armed with renewed confidence, Monica was engaged throughout the coaching and enthusiastic about her new position with an employer who would utilize her skills while providing challenging career development opportunities.

*Names were changed out of respect for privacy

Begin the next phase of your success story today.

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