Process & FAQ
MEASURE YOUR GROWTHI work with processes where impact is measured, aligned to Leaders & Organizations expected results
Specialties
Leadership Development as a Behavioral Change process
Leadership is a performing art, that is mastered not by the understanding of it but through the practice of leadership concrete behaviors
“I have benefited greatly from his Coaching,
having expanded both my personal and professional “field of vision” in ways that were not fully exploited before” Global Marketing Head – Global First
“Fabian's ability to successfully engage seniors
and lead teams is a tremendous asset to any organization” Regional Director – Citi
“Fabián is impeccable
when put into practice their skills as Executive Coach and Facilitator” – Founder – Vocatio Leadership & Coaching
“Fabian is an Executive Coach and Facilitator
who exudes the values of Integrity, Care, Trust and Excellence” Leadership Coach – Aberkyn, McKinsey & Co
“It was a great experience working on Fabian’s team
for 4 years where I improved my professional and personal profile thanks his management style” Director – Finalbion
Process
Clear Goals, clear Process, clear Outcomes
Benchmark & Identify Goals
Readiness for Growth
Agreements & Protocols
Assessment & Adjusted Goals
Elevate
Leadership Growth
Mid-point Assessment
Re-Focus
Continue Growth
Return
Progress Assessment
Next Steps
Clients
Clients sample list
Why it is important to measure processes impact?
If you reflect for a minute, you’ll realize that Leaders operate in organizations that -picturing it very simply- are networks of conversations, these Leaders are indeed interrelating through conversations (either verbal o nonverbal) with their environment in order to produce desired results.
Executive One to One & Team development processes are aimed to produce sustained behavioral changes that are perceived by the Leader’s environment.
This is why serious coaching processes measure the leader’s growth by the perception of their stakeholders.
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