Have questions?

Find our most frequently asked questions below. If you have others that aren’t answered, please fill out the form at the bottom of this page and we’ll be glad to answer the best we can.

How long does someone typically work with a coach?

Most clients experience significant change/transformation within a year of working with one of our Tin Man coaches. We strongly recommend you commit to yourself to meet at least six to eight weeks before considering a different course to take. We didn’t get where we are overnight, and we won’t see change overnight either.

Will you meet with me in person or by zoom?

This varies by client and coach. Most of our coaches work both ways: in person and by zoom.

How much does Tin Man charge?

Our Tin Man coaches charge differently based on their training and experience and the pathway you choose.

How is Tin Man “coaching” different from “counseling” or “therapy”?

Traditional approaches to leadership development are typically centered around developing the competence and execution capacities of a leader for the benefit of the organization. In other words, we develop leaders with knowledge and skill-based training with the expectation that what a leader thinks will necessarily influence what the leader does. Traditional approaches focus on thinking (thoughts) and doing (will) with little emphasis on the feeling aspect of how we are made or how that impacts the way we live and lead. Tin Man Co executive coaching is rooted in establishing a trusted connection or relationship with our clients that becomes the doorway to internal change. We got “here” through relationships and all efficacy studies show that transformational change only happens through relationships.

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According to a recent Fortune survey, only 10% of CEOs felt as if their leadership-development initiatives made a clear impact on their work or the organization they led. McKinsey and Company found that only 11 percent of 500 executives polled around the globe strongly agreed that leadership development initiatives achieved and sustained their desired outcomes.

However, according to Dr. Susan David, research suggests that “feelings” and other emotionally focused development approaches that help a leader grow in his emotional awareness (EQ), DOES elevate a leader’s effectiveness across the organization in significant and meaningful ways. “Effective leaders,” are leaders who have developed what David calls “emotional agility.” (Harvard Business Review). Numerous studies, as well, from the University of London professor Frank Bond and others, show that emotional agility can help leaders alleviate stress, reduce errors, become more innovative, and improve job performance.

Tin Man offers an integrated approach to leadership development that addresses the whole person by specifically focusing on the neglected part of most approaches: emotional awareness, or EQ.

Tin Man works with high capacity leaders who have for the most part already experienced some measure of success as leaders; conventional leaders, who when under pressure to perform, instinctively work from the neck up, relying upon intellect (figure it out), morality (want to do the right thing), and/or self will (work harder). This conventional leader is often unable to see his/her blind spots, may struggle with burnout, and over time can exhibit a history of strained working relationships because of their inflexibility and inability to read emotional cues from colleges, teammates, and subordinates.

By contrast, a transformational, emotionally aware leader has access to his heart; a place of deep passion and relational connectedness. From this place of greater self-awareness, a transformational leader who leads from the heart “sees” others with a growing capacity to empathize with, engage with, and empower those they lead.

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