Learn more about coaching labs, individual and team coaching.

1. Krista Henley, M.A., LMFT
Founder of Corporate Wisdom and Director of The South Bay OD Network
Krista Henley is a founder and principal of Corporate Wisdom
(www.Corporate-Wisdom.com). She is a dynamic leader to various industries
providing personal transformation and organizational effectiveness. With proven
skills as a coach to CEO’s and executives, Krista maintains an even style while
negotiating differences toward effective decision making and excellence in any
organization she works within. She has proven expertise in design and delivery of
leadership and management training, needs assessment and evaluation, team
building, coaching and business consulting.
Krista received her master’s degree in 1989 in counseling psychology and has
spent the last 20 years applying theoretical learning to real-life problems. With
experience as a licensed therapist, project manager, group facilitator, speaker and
seminar leader, she has learned from many angles the themes that drive human
interaction. In 1994 her focus shifted to organizational psychology. Her clients
have high value to their company and at times lack the interpersonal and
management skills required to motivate a team and get along with co-workers.
Krista’s experience spans companies that include HP, Cisco, Silicon Graphics,
Intel, Nortel, Boston Scientific, Novartis, LSI Logic, S3, Sun, Kodak, Amgen, Apple,
Natus Medical, Rockwood Capital, Stanford University, and UCSC Extension.
Krista is Director of the South Bay Organizational Development Network
(www.SBODN.com), and author of Awakening Social Responsibility - A Call to
Action (www.CSRAction.com). 1

2. Group Coaching Labs
4 Modules:
- Communicate Effectively
- Reduce Conflict
- Build Teamwork
- Coach Direct Reports
Rossella Derickson Krista Henley
(408) 605-3021 (831) 239-9192
rossella@corporate-wisdom.com krista@corporate-wisdom.com
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3. Group Coaching Labs
Building Interpersonal and Team Skills for Effective Performance
Modules: Communicate Effectively, Reduce Conflict, Build Teamwork and
Coach Direct Reports
• Facilitators: Rossella Derickson and Krista Henley - www.Corporate-Wisdom.com
• This 4 module series will provide advanced learning to teams who will receive
assistance with workplace challenges. Each module is 2 hours.
• Each module has a topic focus to help improve interpersonal and team skills.
Along with behavior based training, supervisors can present their workplace problems
and challenges and receive coaching assistance. Instructors and the other
participants will encourage more effective strategies. Fast track learning is
accomplished by watching others commit to excellence while borrowing best
practices.
• Using experiential techniques (role plays, drill and practice and on the spot
coaching with master coaches), participants will gain experience in each of the four
modules that follow. 3

4. Communicate Effectively - Reduce Conflict -
Develop Skills to Give and Receive Feedback Understand the Roots of Conflict
and Reflectively Listen and Practice Advanced Communication Skills
Module 1 Coaching Content: Module 2 Coaching Content:
Foundations of Open Communication Understanding Your Conflict Style
• Understand the Impact of Belief Systems and • Explore What Drives Your Current Conflicts
Blind Spots on Others and Resentments
Communication Tools Reducing Conflict Tools
• Practice Reflective Listening and Giving • Get to Core Concerns: Process Vs. Content
Feedback • Practice Confronting and Giving Feedback
• Explore Options in Collaborative Problem When in Conflict
Solving
Learning Outcomes:
Learning Outcomes:
• Build awareness of appropriate • Identify the core concerns underlying
communication techniques. conflicts.
• Acquire improved skills in healthy give and • Build skill in pressured situations to find
take conversations. win/win outcomes.
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5. Build Teamwork - Coach Direct Reports -
Create Shared Goals and Build Rapport Develop and Support Improved Performance
Across Functions and Goal Achievement
Module 4 Coaching Content:
Module 3 Coaching Content:
• Identify Areas for Development for Direct
• Assess Your Team's Strengths and Reports
Weaknesses • Practice Creating an Action Plan and
• Establish a Communication Code of Conduct Tracking Progress Towards Goals
• Build Skills in Collaborative Problem Solving • Gain Insights on How to Overcome
and Group Decision-Making Resistance
Learning Outcomes:
Learning Outcomes:
• Identify development area for your direct
• Gain insights to motivate team members to reports.
accomplish goals. • Create goals and an action plan to achieve
• Learn team tools to build shared purpose. them.
• Practice giving follow up feedback for
improved performance.
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6. Individual and Team Coaching
Rossella Derickson Krista Henley
(408) 605-3021 (831) 239-9192
rossella@corporate-wisdom.com krista@corporate-wisdom.com
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7. Coaching for Managers and Individual Contributors
Coaching is an investment in a highly valued manager or individual contributor.
The individual being coached receives personal and professional insights to increase the
positive impact that he or she has in the organization. Interpersonal and leadership skill
sets are assessed and addressed in a safe learning environment. Successful alignment
(to purpose, role and values) and integration (of positive and negative interactive styles)
are coached to support the manager or individual contributor to improve performance in
goal targeted areas.
The Corporate Wisdom coaching process benefits:
• Rising stars and technical performers who have had little management training
• Senior managers that have high IQ, and brilliant technical skills, but lack the
interpersonal rapport and emotional intelligence required to communicate
effectively with colleagues and direct reports
• Key players that create conflict laden scenarios in the organization
Coaching typically includes:
• A 360 evaluation (optional)
• A meeting with the participant's boss to determine 3-5 priority coaching goals
• Interviews with 6-8 of the participant's colleagues and direct reports to obtain
feedback about perceived strengths and development areas
• A leadership profile report
• Approximately 10 coaching sessions
• A mid-point and final coaching review of progress with the participant's boss

8. Coaching for Executives and Senior Managers
Coaching is an investment in a highly valued senior member of an organization.
The individual being coached receives personal and professional insights to increase the
positive impact that he or she has in the organization. Successful alignment (to purpose,
role and values) and integration (of positive and negative interactive styles) are coached to
support the senior leader to improve performance in goal targeted areas.
The Corporate Wisdom coaching process benefits:
• Rising stars and technical performers who have had little management training
• Senior managers that have high IQ, and brilliant technical skills, but lack the
interpersonal rapport and emotional intelligence required to communicate
effectively with colleagues and direct reports
• Key players that create conflict laden scenarios in the organization
Coaching typically includes:
• A 360 evaluation (optional)
• A meeting with the participant's boss to determine 3-5 priority coaching goals
• Interviews with 6-8 of the participant's colleagues and direct reports to obtain
feedback about perceived strengths and development areas
• A leadership profile report
• Approximately 10 coaching sessions
• A mid-point and final coaching review of progress with the participant's boss

9. Coaching Interview Questions:
Thanks for your help to determine specific challenges that the participant has with colleagues, on the
team and with the organization in general. The checklist is an additional tool to help me to quickly
assess the categories that are most important for development.
1. In observing the participant, what are his or her individual strengths and weaknesses in your
estimation?
2. What leadership qualities would you like to see the participant develop? Checklist follows.
3. What attitude does the participant present in 1-1 meetings, large meetings, and hallway
conversations, around his direct reports, peers, and boss? What is your sense after leaving an
interaction with the participant? (energized, tired, annoyed, feel rushed)
4. What are the interpersonal issues / group dynamics and challenges within the team? i.e.
behaviors that get in the way of results. What have you noticed regarding rapport between team
members and the participant?
5. How does the participant communicate with you? Is it open, protected, relaxed, or are there
issues with silos and personalities?
6. What else about the participant is important for us to know in order to be successful as coaches?
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10. Coaching Goals &
Initial Action Plan
6 Step Coaching Process:
1. Identify development areas and their impact on others
2. Translate development areas into performance goals
3. Initiate the coaching action plan
4. Track progress towards goals
5. Advertise improved performance
6. Recognize and reward goal achievement
Development Areas:
1. ______________________________________________________________________________
2. ______________________________________________________________________________
3. ______________________________________________________________________________
Approximately 3 Goals from Manager that are SMART:
1. ______________________________________________________________________________
2. ______________________________________________________________________________
3. ______________________________________________________________________________
Participant Adds 1-2 Goals:
1. ______________________________________________________________________________
2. ______________________________________________________________________________
Initial Actions / New Behaviors:
1. ______________________________________________________________________________
2. ______________________________________________________________________________
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11. Team Coaching Program
In order to develop a team culture that is motivated with a high level of trust, senior teams benefit from
spending time to align individual strengths and weaknesses with the overall team strategy.
The following steps allow our team coaching program to be effective:
1. Individual Pre-Interviews (See Interview questions)
Through one-on-one confidential interviews with each person on the team, we collect data about
the team's strengths, communication challenges, conflicts, and performance issues. All
information given to us is pulled together to create themes for individual and team development.
2. Individual Post Interviews, Goal Setting and Action Plans
Feedback from the initial interviews is evaluated together with each team member to identify
leadership development areas that require the greatest focus and attention. Goals are co-
authored by the individuals to create a customized course of action toward goal attainment.
3. Team Integration Meeting (for 3 to 4 Hours) Includes:
- Individual goal sharing
- An articulated support strategy for each team member to attain his or her goals
- Team development areas are discussed and new approaches to old challenges are explored
- A communication code is established. The team agrees on rules of interaction that keep the
communication flowing in a positive direction.
4. Tracking and Follow-Up Meetings – Every 2 Months for 2 Hours Over a 6 Month Period
Regular follow up is often necessary to keep all team members on track with their goals.
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12. Team Coaching Pre-Interview Questions
1. What is your role on the team?
2. What are the strengths that you bring to the team?
3. What leadership qualities would you like to develop? (Have you received
feedback about adjusting your style or have you had conflicts with others that remain
unresolved)?
4. What are the leadership development areas (interpersonal/individual dynamics)
that need focus (i.e. behaviors that get in the way of results) for each of the
members of the team? Give checklist as tool.
5. How are you and the others adapting to the changes on the team?
1. What goal(s) would you like to see the team achieve?
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13. ASSESSMENT
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17. Clients in Life Sciences:
– Government Union Leaders - HR escalation
– Medical Devices Company - post merger integration
– Start-up Biotech Firm - training post docs for teamwork
– International Pharmaceutical company - training and
off-site facilitation
– Ivy League University - team facilitation of Post Doc
Research Team, Faculty and Administrators
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18. Additional Clients
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19. Wisdom in the Workplace
Consulting, Training, and Coaching
Senior Executive Programs Team Modules Wisdom Series Sustainable Programs Assessment & OD Work
Executive Team Coaching Developing Direct Reports Core Communication Skills Developing Sustainable Strategies Embracing and
Sustaining Change
Individual Coaching Building a Cohesive Team Conflict Resolution Assess Your CSR Program Merger Integration
Skills
Creating Your Management Style Building Wise Teams Managing Your CSR Program Process Improvement
On Purpose
Running Effective Meetings Managing with Wisdom Team Building for Good "Right sizing" Facilitation
Leading with Vision
Accessing Intuition and Creativity Coaching Skills for Managers Green Team Facilitation
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20. Rossella Derickson & Krista Henley, M.A., LMFT,
principals of www.Corporate-Wisdom.com, have
translated their business and organizational
psychology experience into Wisdom in the
Workplace, consulting, training and coaching
modules that support healthy group and company
dynamics.
Their classes to build business and leadership skills
have been taught to CEO's, executives, and
entrepreneurs in High Tech, Biotech, Insurance,
and many other industries including leading
universities.
Connecting CSR to individual, team and organizational purpose at work is a passionate
focus area. They are the authors of Awakening Social Responsibility - A Call to
Action. Book Web Site: www.CSRAction.com
Rossella and Krista are the Directors of the South Bay Organizational Development
Network, www.SBODN.com, a leading edge forum focused on making a difference in
how organizations are run in Silicon Valley.
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